Performance

Helping employees perform well is a central role of line managers, effectively managing employee performance is critical for success. Employees need to understand what’s expected of them, and must be managed so that they are motivated, have the skills, resources and support they need to succeed, and are accountable for their work.

Here a few useful tips to get the most out of performance appraisals and to effectively manage performance: 

• Shorter cycle performance review - You can carry out monthly 121s which can be documented and added to employee files. This is done to frequently check in with employees and provide support on an ad hoc basis. 
• Self-appraisal - This is an effective way to see where the employee would measure their performance and their chance to raise concerns. This is usually done prior to a periodic review taking place.
• SMART objectives - Specific, Measurable, Achievable, Relevant and Timely. Ensures that a specific area can be focused on and met in a reasonable time frame.
• Periodic appraisals - You can carry out monthly or quarterly reviews to check that employee's targets are being met, if they need to be readjusted and if there are any other concerns that need to work on. This is a formal procedure and will vary according to your own policies. 

In situations where employees are underperforming, there are two key resources that can be used to get things back on track. 

• Performance Improvement Plan (PIP) - this is an official document for an employee who is struggling to succeed in their work. It aims at helping an employee overcome performance issues at work and pave the way out of a challenging situation step by step. When used with smart targets, employers can utilise this document to see the best results. Should this not result in improved performance this could lead to sanctions, up to dismissal.
• When there are performance issues the employer is obligated to show how they have supported the employee should this to go an employment tribunal – with more responsibility to support an employee the longer they have worked for you.
• Personal Development Plan (PDP) - The usual aim of creating and using a personal development plan is to document a process of self-analysis, personal reflection and honest appraisal of your strengths and weaknesses. This is often used to evaluate the value of the leadership and management training you have received, and to consider your future leadership development.