A performance management system brings together many of the elements that make up the successful practice of people management.  The area of performance management can be complex and is often misunderstood.

Performance management should incorporate:

  • Performance improvement – throughout the organisation, in respect of individual, team and organisational effectiveness
  • Development – unless there is continuous development of individuals and teams, performance will not improve
  • Behaviour management – ensuring that individuals are encouraged to behave in a way that allows and fosters better working relationships.

What is an appraisal?

An annual appraisal is a formal evaluation when a review of an employee’s performance takes place. Appraisal meetings should be open where both parties exchange views and reach mutual agreed conclusions and action plans.

It is good performance management procedure to appraise your staff no less than once a year.  A quarterly assessment together with a formal annual appraisal is a popular system for small to medium employers.

Under performance

Performance Management can be difficult especially when dealing with an employee’s poor performance where you know that they are simply incapable of fulfilling the tasks and duties expected of them in their role. So, in this instance, are not really to blame.

An employee having the skills to complete a task but choosing not to do so is considered to be a matter of misconduct and should be addressed through the disciplinary procedure; whereas an employee knowing what to do, however, not having the skills to complete the task is a matter of performance and therefore should be addressed through the performance and capability procedure.

Induction & Probation Guide

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