Meaningful performance management is integral to maintaining employee engagement and productivity throughout the employment relationship.
Performance management is often looked upon as a negative experience but in reality it can have a significant positive impact on employee productivity, which in turn can result in:
- increased job satisfaction and employee retention
- improved customer service
- increases in profitability
- improvements in company/brand reputation and market share.
Failing to address poor performance and outstanding performance alike, can result in issues with employee engagement and productivity.
Acknowledge high performers
Employees who strive to exceed performance expectations without recognition or thanks may feel undervalued, particularly if their employer is also failing to deal with poor performers.
If left unmanaged and with no repercussions, performance standards and productivity can slip, and employees may become disengaged with their employer.
Be clear on expectations
Employers can avoid the negative impacts of poor performance by clearly communicating performance expectations early in the employment relationship and making sure that any performance issues that arise are addressed in a timely and reasonable manner.
Using a job description is a simple way to clearly communicate the performance expectations of a role and reduce the likelihood of ambiguity or contention over employee responsibilities.
Job description forms should be issued upon commencement and reviewed periodically to ensure the role is still accurately reflected in the performance expectations.
Meet regularly to discuss performance
Maintaining open communication with employees and scheduling regular performance discussions in addition to a yearly or twice-yearly formal performance review will assist employers to address any performance issues as they arise and minimise any negative impacts of poor performance.
CCIWA can assist employers in setting performance expectations and draft job descriptions, as well as providing support throughout the performance management process.
For further information or advice, please contact the Employee Relations Advice Centre on (08) 9365 7660 or by email to [email protected].
