Performance Management and Employee Motivation
description
Transcript of Performance Management and Employee Motivation
Presented by
David FoxPrincipal
Performance Management Doing it right!
Review Act Perform!Assess
www.thehrpractise.com.au
Do performance Do performance management systems management systems motivate?motivate?
AdvantagesAdvantages Recognition of the employee’s contribution to
the team and business leads to higher levels of engagement and discretionary effort
Quality time between manager and employee
Clear visibility and understanding of what is required of the employee
Closure and goal completion creates energy
Disadvantages…if you get Disadvantages…if you get it wrongit wrong
Unclear and/or unfair expectations leads to de-motivation and disengagement
Lack of equality in ratings and identification of high performers – leads to distrust in the process
Paper exercise that is time consuming and creates little value for the employee or organisation
Performance Performance Management and Staff Management and Staff MoraleMorale
Should you link performance to pay?
Should you link your annual performance review to your disciplinary process?
Can you afford not to?
Remember…Remember… High performers do not appreciate
carrying the load of poor performers – especially if the
organisation seems to be doing nothing about it
What is a KPI?What is a KPI?
Using KPIs effectivelyUsing KPIs effectively Start with a job description- Why does this position
exist?
Be clear on expectations of performance from the start
Ensure KPIs are measurable, achievable and relevant for the employee
KPIs and competencies- Are they the same thing?
How do you know that a KPI is fair?
Why should your employees want to achieve their KPIs?
Effective use of a Effective use of a probation periodprobation period
A probationary period is not automatic, employee’s must be notified in their contract or letter of offer.
Ensure you have the right to extend probation written in your contract
Qualifying period – 6 months for large employers, 12 months for small businesses (15 or less employees)
Set clear KPIs/ objectives for the first 6 weeks to 3 months.
At induction ensure that lines of open communication are established to ensure any issues are raised immediately and not held off until 6 week formal review.
ContinuedContinued Review at 6 weeks. Handle any issues
immediately. Don’t wait!
Should a performance issue arise you must inform the employee that there is a chance they will not pass probation.
Move to terminate employees who are clearly not meeting the performance standards or are not fitting in culturally during a probation period before they become permanent staff.
Getting a poor performer Getting a poor performer back on trackback on track
Personal experience shows that you have to nip it in the bud
Waiting and hoping it goes away is never an option
Formal, verbal feedback is critical in avoiding Performance Management problems
Addressing performance issues will achieve one of two things:
The employee will leave of their own accord
The employee will step up to the expected standard
ContinuedContinued Mini performance reviews should be done
on a monthly basis
Use your organisation’s Performance Management System
Show your concern and be open to feedback from the employee about any potential organisational or team issues
Understanding the legalities Understanding the legalities
behind Performance behind Performance
ManagementManagement You must ensure that you follow any existing
company policy or procedure
Procedural fairness is critical
Train your managers to ensure consistency of dealing with performance and conduct issues across your business
Don’t treat different employees with the same crime differently
Be aware of any terms regarding Performance Management in the employee’s contract or an Award
ContinuedContinued Ensure your workplace policies are not
directly tied to your employee’s employment contract
Employee’s could technically sue for Breach of Contract if you do not follow the terms of their contract which is outside the Unfair Dismissal Laws
However, ensure your policies and contracts are not too specific so that you can manage on a case by case basis
Warning Systems - Warning Systems - lessons from lessons from kindergartenkindergarten
Can you go straight to a final warning (red)?
The difference between conduct and performance warnings
Dismissal ChecklistDismissal ChecklistConsider these before you dismiss an employee:
Is the performance issue valid i.e. is it within the employee’s full control?
Can you prove the performance issue? Have you stressed enough that the performance issue may
lead to further disciplinary action up to and including dismissal?
Have you given the employee a reasonable time to improve an provided support?
Did you inform the employee of their right to have a support person present?
Have you considered alternatives to dismissal i.e. stepping down, demotion, transfer to another department or position?
Questions Questions and and
Answers (if you lucky)Answers (if you lucky)