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.

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Performance Management – Get And Stay On Track

Performance Management – Get And Stay On Track

So you’ve hired a great team, your new hires are up and running and life is good, or is it? Maybe some people in your team are capable of doing a great job, but they’re not meeting your expectations. You’re constantly going over work with them, or they never quite deliver the way you wanted, hoped or expected. It’s just about good enough to get by, so you say nothing. Do you have a performance management process to help you?

Compare performance management to building a house. First you need a strong foundation to build the house on – set SMART goals. SMART goals are the foundation that both employee and manager can refer to. They are a great place to start all performance management conversations from. Then, for your house, you build the walls, and the walls support the roof. Continual performance feedback throughout the year represents the walls that supports a formal end-of-year performance review or appraisal.

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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.

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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.

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Self-Assessment – A Case Study

Self-Assessment - A Case Study

Why is self assessment such a strong force? None of us likes receiving criticism or negative feedback. We particularly don’t like receiving it from others. We are often slightly more open to it when it comes from ourselves. If you recognize an area for improvement in yourself, it’s easier to agree with someone else who points out the same deficiency. This case study highlights how end-of-year reviews can become easier if self –assessment is used year-round.

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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.

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