Managing employee performance is a way of linking an employee's job plan and performance to the overall goals of a business. Performance management is an ongoing process where employees and supervisors have opportunities to:
- talk about the goals of the job and the business, and how they relate
- talk about the employee's performance
- set goals in key areas
- identify ways of performing more effectively
- develop a plan for the employee's ongoing development.
Performance management is generally used to:
- maximise the performance of staff, a team or business
- recognise and reward good performance
- manage underperforming staff or teams.
Employers have a right to monitor and manage the performance of their staff in a fair and reasonable way.
However, if employers focus on a personal situation rather than performance, this may be discrimination. For example, focusing on an employee's health or marital status rather than a performance problem, may be discriminatory.
What can an employer do?
- Raise issues relating to poor or unsatisfactory performance
- Talk to an employee about their time off which may have been affecting their work
- Monitor employee work output and productivity
- Provide positive feedback
- Set reasonable deadlines
- Take disciplinary action in cases of misconduct.
What shouldn't an employer do?
- Focus on personal situations such as health, marital status or caring responsibilities when managing performance.
- Set unreasonable requirements that may discriminate against an employee based on their personal characteristics, health or caring responsibilities.
- Use irrelevant personal characteristics as a reason to discipline staff.
If you have concerns that you are being treated unfairly as a result of your employer's performance management process, you can contact the EOC for advice.