Performance Review and Management

What we offer

Your employee performance directly impacts your business

Performance Management plays a significant role in helping your business achieve its business objectives. Every employee should have set objectives, behaviours and standards which together amount to their performance.

What it involves

Managing employee performance
usually incorporates the following:

Planning work
(a.k.a. delegation)
Setting goals and expectations
Measuring productivity and behaviour
Providing feedback where needed

Poor performance occurs when an employee is not meeting the standard that you have set out for them. Managing performance issues is also known as taking disciplinary action. It may not be the easiest task, but it is vital to be managed promptly, consistently and compliantly.

  • Do your employees have set goals/objectives, behaviours and standards that can measure their performance?
  • Do your employees have accurate and up-to-date job descriptions?
  • Are your business goals aligned with your individual employee goals?
  • Do you have a clear framework for evaluating performance?
  • How do you measure progress and outcomes?
  • Do you conduct annual or biannual performance reviews?
  • Do you provide feedback to your employees that is immediate, specific, and corrective?
  • Do you avoid providing negative feedback to keep the peace?
  • Do you have clearly defined poor performance management and/or disciplinary action processes in place?
  • Do your leaders have the skills and tools to undertake difficult performance discussions?
  • When managing poor performance and/or taking disciplinary action, do you follow procedural fairness (compliant and legal practices)?
  • Do you address poor performance consistently?
  • Ensure your employees understand what is expected of them.
  • Ensure your employees are productive and efficient and work towards a common purpose.
  • Create opportunities to improve your business performance.
  • Avoid your high performers carrying the burden of poor performers and becoming disengaged in the process.
  • Create opportunities for your employees to grow and advance in their careers.
  • Ensure your business is not in breach of procedural fairness when managing poor performance.
  • Avoid a business culture that tolerates poor performance.
How we can help

As HR experts, LMHR also offers:

Policy and procedure

  • Provide a framework for leaders to use when managing performance and addressing poor performance
  • Outline a consistent, fair, and transparent approach to improve an employee’s performance to an acceptable level.
  • Build a shared understanding of what poor performance is and how to manage it.
  • Establish the responsibilities of managers and employees
  • Outline the approach to conducting performance reviews.

Performance reviews

  • Guide and templates to conduct reviews/appraisals.
  • Performance review forms.
  • Key success factors.
  • Templates suitable for your business.

Poor performance forms and templates

  • Suite of forms, letters, and templates to ensure a fair and transparent approach is undertaken when managing poor performance issues.
  •  Procedural Fairness Checklist to guide managers to ensure the approach is compliant and consistent.

Learning and leadership training for managers and employees

  • Create a structure for growth, to rely on your team to manage issues.
  • Strengthen your team’s efficiency from clearly understanding skills across your workforce.
  • Improve planning and management of teams and tasks.
  • Increase employees’ engagement.
  • Devise a succession plan.