Build great Teams – People management

Performance

What Is A PIP And How Does It Work?

What Is A PIP And How Does It Work?

If you have an employee who’s not performing well, what do you do? Ignoring it is not an option as it will have an impact on the rest of your team and your business overall. The best things to do is to create a Performance Improvement Plan, which is a specific process.

The Performance Improvement Plan process is similar to a typical performance management process, it just uses more specific goals over a shorter time frame. The goals is to give an employee every opportunity to turn themselves around. If you follow the process, and keep appropriate records, it will speed things up if you have to pursue disciplinary proceedings, or even dismissal.

Read more

Mid-year Review – Stop and Take Stock

Mid-year Review – Stop and Take Stock

It’s mid-year review time! We’re half the way through the year, so stop for a moment to take stock of how your team are doing. Hopefully you set them SMART goals earlier in the year. And hopefully you’ve provided feedback and guidance to your team along the way. But now is an excellent time to have a semi-formal review with your team to make sure they are on track to achieve their goals. If their goals align with your business goals, their success is your success.

Read more

Job Descriptions – Getting It Right

Job Descriptions – Getting It Right

Use job descriptions to develop a clear, mutual agreement between you and your employee about what you expect them to do for a given job. Use them to communicate to candidates and/or recruitment agencies what you’re looking for when you’re hiring.

They are the common ground you can refer to when talking about performance. This is particularly useful if you and your employee disagree about what they should (or shouldn’t) be doing. Use them as the framework for the performance-related goals you set.

Read more

Competency – The Part It Plays In Performance Assessment

Competency – The Part It Plays In Performance Assessment

Competency, at its basic level, is the ability to show you know how to do something. Let’s suppose you are a Software Developer and one competency you need to do your job is the ability to solve problems at a high level. If a Software Developer can demonstrate they can solve problems at a high level, they have this competency.

If an employee with this job has demonstrated they have a competency, but then choose not to apply their knowledge and experience to doing the job, that is a performance issue.

Read more
error: Content is copyright protected