Performance Management

Often mis-labelled as the worst of all management processes - but is it really?

From Day One, it's important to take an active, positive approach to Performance Management. The laborious appraisals of old are long dead, and instead we prefer to replace them with Continuous Performance Reviews. Which encourage open, positive conversations between employer and employee once every four months so as to keep feedback fresh and relevant. And to focus on development and growth, beyond the barriers of your own business and for the employees future career.

However, even with the best intentions, some employees don't fit the requirements of a job - square peg, round hole - as they say. Even extensive Performance Management and strictly monitored training plans can't make a situation work, so where do you go from there?

Continuous Performance Reviews

We have designed and encourage the use of CPRs as part of a healthy Performance Management system. The reviews centre on an open, transparent and positive conversation between employer and employee.
We provide documentation and training to your line managers, to support them in reviewing and providing feedbacks to employees in a positive way to encourage self-development and growth.

Performance Improvement Strategies

It's important that we have a wide range of options when it come to Performance Improvement.
We all learn and absorb information in completely different ways. Hence why it's important to recognise this within our Performance Improvement Strategies. We support you as you structure these Strategies, developing them to fit your business, your management and your employee's requirements.

What Can You Do When It All Goes Wrong?

When an employee's performance falls below expected standards and continues on a downwards spiral, it can be distressing for both parties.
The next question we face is, where do we go from here?
The trick with poor performance is not to tread water but to take firm, directive action. As soon as you leave room for grey areas, more difficulties tend to arise - be clear, be concise and be direct.

How can we help?

Whether you are just starting a Performance Management process or you're at the end of one and there has been no improvement, we can intervene to review your process. This may mean that we suggest alterations going forward, help re-design training programmes and feedback reviews, provide mitigation or 1-2-1 meetings with your employee to determine the root cause of issues or help frame your conversations with the employee so that we're all working toward the same aim.

When it comes to performance, direct and swift decision making is key. So if you're having issues, come and talk to us sooner rather than later. This can make all the difference for both you and your employee.