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?
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?