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Remote Performance Review

Remote Performance Review


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27/05/2020

Performance management for many managers is a scenario that is often put in the "too hard" basket, but why? Is it because they don’t know how to, its all too hard to manage, or possibly because they don’t understand the benefits to the employee and the business if an effective performance management process is executed. In this weeks blog post will help you as a manager or an employer successfully implement or continue with a performance management plan for your employees. 

 EMPLOYER OUTSOURCED HR CONSULTING

 

Working From Home 


Given the current climate of many employees working from home, employers may find themselves in a situation where productivity or overall performance are beginning to present themselves as issues, or reoccurring issues are currently magnified. In addition, the current climate does not change the reason and approach in which you may performance manage an employee. If before this pandemic you were performance managing someone and they are now working from home, you are well within your right to continue this process just like they are in the office.

You will have to up your communication and daily touch points, even move your meetings to virtual ones, however if an employee is not performing their role, our current situation does not mean you can stop managing their performance.

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Performance Management Process


So, you find yourself in a situation where you need to begin performance managing an employee- where do you even start?

Step one

First things first you need to talk to the employee concerned and make them aware of your concerns, talk to them allow them the opportunity to present to you how they are feeling, especially given the current climate, it could be as simple as they need more contact with the team to continue to feel engaged and this could be the simple fix. This conversation is normally of a more informal nature and may be a number of conversations over a period of time.

Step two 

If after a number of informal conversation, you still find yourself in a situation where little to no improvements are made you may need to enter into a more formal performance management process, in an ideal world the process would be broken down into a number of steps, ideally you would hope for such a positive outcome that you don’t need to see all steps through, however sometimes that is the best outcomes for both the employee and the business.

Step three

Ensure you enter into a formal counselling discussion with your employee, allowing them the opportunity to raise any issues and concerns, where you can both present ideas for enhancing their overall performance this may or may not result in a first warning in regards to performance- ensure here you as an employer allow the employee a support person. However issuing the warning is only one part of this conversation, the third step is to ensure you then provide the employee with a performance improvement plan, in essence a training and guidance plan that provides them with the tools, support and training to improve  on the issues highlighted in this meeting.

Step four 

If unfortunately you still find yourself in a situation of little to no improvement, then step four is moving to a final warning with a support person, this may ultimately lead to ...

step five

Dismissal. If you as an employer find yourself in a situation where you end up dismissing an employee, ensure that you have a valid reason for terminating someone’s employment. Identify that there are no mitigating circumstances and if there are these have been considered and the reason for termination is procedurally fair

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Formal Conversation tips 


In terms of those so very important conversations, you as the employer want to ensure you are giving the employee every opportunity possibly to improve on their performance, to ensure you do this make sure you cover off the follow topics in your formal conversations:

  1. Establish the facts and inform the employee of your position
  2. Allow the employee the opportunity to respond and consider their response
  3. Explain the companies view on the matter
  4. Clearly and concisely explain the action you are taking and outline the result (including if termination is the outcome)

 

For employees, performance management is often something that is viewed with fear or fills them with dread. However what employees tend to forget is that a genuine performance management process is undertaken by a business with the sole purpose of assisting the employee to improve their performance and gain an overall positive outcome. Performance management is a process that all employees should enter into with a positive attitude as should employers, as both parties ultimately want the best outcome, which is improved performance, ultimately benefiting both parties.

 

written by
Stephanie Berry

 



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