The elements of a good performance-management system are simple, but integrating them into a business’s fundamental operating system is more difficult than it seems. Before you start managing an employee's performance consider if you are fully compliant with the legal and ethical requirements of managing your employee's performance.

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Effective performance management is essential to businesses. Through both formal and informal processes, it helps them align their employees, resources, and systems to meet their strategic objectives. It works as a dashboard too, providing an early warning of potential problems and allowing managers to know when they must make adjustments to keep a business on track. Remember, just because something is legal, does not mean that it won't affect your business reputation!

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Before you start managing your employee's performance, reach out to use for advice. We can assist with;

• creating a performance management process for your business 

• provide validated templates for your meetings with underperforming employees

• ensure that you follow Australian standards and checklists when undertaking performance management

• provide you with templated letters to your employees that will ensure that you meet the Australian standards

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Where Do Things Go Wrong?

In the real world, the details of performance management systems are difficult to get right. The most common pitfalls of any system are;

• Poor metrics

• Poor targets

• A lack of transparency

• The lack of relevance

• Limited dialogue

• Poorly designed consequences

• Lack of management engagement