1 / 16

PERFORMANCE MANAGEMENT

PERFORMANCE MANAGEMENT. BELINDA WEBBER, GROUP HR MANAGER LISA CHRISTY, HR BUSINESS PARTNER. Many leaders still see performance management as a conversation to be had once or twice a year. PERFORMANCE MANAGEMENT… THE BUSINESS CASE. Where do you focus your time?. HIGH PERFORMERS.

odina
Download Presentation

PERFORMANCE MANAGEMENT

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. PERFORMANCE MANAGEMENT BELINDA WEBBER, GROUP HR MANAGER LISA CHRISTY, HR BUSINESS PARTNER

  2. Many leaders still see performancemanagement as a conversation to be had once or twice a year

  3. PERFORMANCE MANAGEMENT… THE BUSINESS CASE

  4. Where do you focus your time?

  5. HIGH PERFORMERS Recognition Development Plan Empowerment Be a Mentor Shadowing Show the Love Be Mentored Career Conversation

  6. LOW PERFORMERS • Impact to your business: • Steps to take:

  7. PROACTIVELY MANAGING POOR PERFORMANCE • 3 Stages of Performance Management • Intention is performance improvement • Procedural Fairness • Documentation • Confidentiality is essential

  8. IDENTIFYING THE PROBLEM • What role did you play in the performance issue? • Did they know what was expected of them and the bar for performance? • Are they new and still learning the necessary skills? • Is it something not • work-related? Is this the right job/role? • What are possible options for managing the performance? • Do they have the skills to perform the job?

  9. COACHING • Are they aware that there is a problem? • Are your expectations clear? • Are the tools that are needed accessible? • Has training been offered? • Provide honest feedback on performance • Document the discussion and goals set • Monitor and review employee’s performance

  10. PERFORMANCE IMPROVEMENT PLAN Employee: Manager: Date: Next Review:

  11. Case Study

  12. Q&A

  13. What will you do to drive a high performing team?How will you motivate and challenge your high performers?What is your plan to share feedback and manage improvements of poor performers?

More Related