If You Have Performance Management Discussions….

 

Managing Performance and having those conversations about poor behaviour or performance are difficult – but if you are going to have performance management discussions, do it properly.

It is great when Managers talk to their team members, give them feedback and get to know them. It is even better when they mentor them, coach them and talk to them about poor behaviour or performance. After all the conversation and / or process is about having an engaged and high performing employee not about dismissing them. I find however, that generally when they do make the effort to have those difficult conversations, they don’t do it properly!

If you want to do it properly and reduce the risk of a claim, or I should say be able to successfully defend a claim then there is a process and certain things that you need to say, ask and do during performance discussions. I find that those that do have these conversations do it well but fail to tell them of the consequences if no improvement is made whether it be another warning or dismissal. This is one of those things that need to be covered during those conversations.

There is nothing wrong with warning someone of the consequences of their actions and in fact I think it is not only fair but an obligation of the Manager to do so, regardless of the legislation.   I am sure you would want to know what you had to do to improve performance if you had to and what would happen if you didn’t improve. It is hard sometimes to be that truthful but it’s fair, you may feel as if it’s harsh but not as harsh as not telling them where the situation is actually at.    Again, I am not saying you should go into the process to dismiss, in fact I am not, the conversation is about and the ultimate goal is to have engaged and high performing employees, but you should tell them what the consequences will be if they don’t improve and if it’s dismissal and that’s where it is at then you need to tell them.

We find most people don’t say what needs to be said because they are trying to be nice but this doesn’t get the individual or the business anywhere.   We also find that the longer it is left without saying anything, the more likely it ends up that the Manager doesn’t care or gives poor feedback and just wants them gone – not a good place to be for either party.

At HR Business Direction we can assist you with managing your team’s performance. Contact us here.   For more information that may also be helpful, click here.

Leisa Messer BBus(HRM); GradDipIR; CAHRI; IRSQ
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au