Managing Performance

Managing Performance


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.