· Are your people leaders equipped to manage under-performing staff?
· Do you know how to effectively and lawfully deal with performance issues?
· Want those ‘difficult chats’ to be more comfortable and effective?
Employees who are committed to learning and growing have a competitive edge. Underperforming employees are costly to your business both in time and in loss of productivity!
Managers need to invest time towards effective performance management discussions. Focus on both the behavioural targets and the performance metrics involves regular discussions to truly understand what can provide a ‘handbrake’ to success. It’s much easier to say that “we need to improve your team’s revenue levels” as opposed to “we really need to change some of your team’s behaviours”.
Performance management involves the creation of an open and interactive work environment that supports the development of skills in employees. It involves building rapport, giving feedback and motivating people using various techniques. It also involves dealing with those employees who are letting the team down!
You will find businesses that have a competitive edge in the market place have effective performance structures in place. Here are some of the things they do to get the business results they need:
- Connect employees to the business’ goals and help them understand their role in achieving overall business results
- Set appropriate performance expectations
- Develop effective communication skills that can be applied in a wide variety of contexts and situations
- Communicate openly and concisely with people who are under-performing
- Plan and structure a performance management discussion
- Provide regular and effective feedback
- Use effective communication techniques to have those ‘difficult conversations’
- Identify the reasons and the triggers for poor performance
- Provide effective coaching and feedback to engage people and drive high performance
- Lawfully address poor performance before it spirals (or after it has spiralled!)
If your business needs to implement a more structured performance management framework and needs support to be able to do so effectively, please contact Sarah Low on the details below.