Page 32 - BOSS Today Issue 38

HR

OUCH!

Performance management can be prickly!

anage performance cases lead to unsatisfactory It is vital that poor will also increase, while
Meffectively, and job performance, which is performance is managed in a absence levels will decrease.
you will see your business likely to cause problems both fair, equitable and consistent Customer service levels will
performance grow. for the line manager and the manner to reduce the risk also improve, as will clients’
Unfortunately, performance employee’s colleagues. In of grievances and claims of perceptions of your company.
management is never the event that problems are unfair practice. Expectations If positive performance
easy: it is one of the more being experienced with an in the workplace must be management sounds like a
sensitive and awkward areas employee’s performance, it managed and feedback positive for your company,
of HR Management that is very important for the line delivered constructively. let BOSS steer you on the
is commonly swept under manager to try to identify the path to success. With the
the carpet or conveniently root cause of the problem Grasping The Nettle right guidance and support,
ignored. There is a fear that and deal with it accordingly. If you missed our autumn you can tackle the issues that
it can be too hot to handle, BOSS/BPIF HR Advisers workshops, BOSS/BPIF have been festering for ages.
even toxic, or just too tricky or have recently run workshops HR advisers can deliver If you are interested in
political, but failure to address to guide delegates through line manager training on on-site support, whether it is
performance management the pitfalls of performance performance management workshops tailored to your
correctly will ultimately lead management: How do you get (and many other HR issues). company’s requirements
to business inefficiencies performance management It is worth grasping the or coaching for line
and increased cost. to the top of the in-tray and nettle, however prickly that managers (which can be
manage underperformance nettle might be. There are a done in smaller groups or
Unsatisfactory Performance promptly? How do you have host of benefits to be had, one-to-one), contact your
Disciplinary issues tend to those ‘difficult conversations’? including an increase in regional HR Adviser today.
occur due to misconduct. For how long should you work standards. After all,
Unsatisfactory performance handle matters informally and performance management is n FOR MORE INFORMATION
should be treated differently how do you go about this? about improving performance ON OUR MANAGING
and employers should adhere When would a formal process rather than wielding a PERFORMANCE
to a capability procedure. be needed and what would big stick. Staff morale WORKSHOPS, CALL
Lack of capability will in most the procedure look like? and employee retention 0845 450 1565.

32 BOSS TODAY | December 2017/January 2018