The CIPD have just produced some guidance on performance management where they give the following key recommendations on performance management:
- Communicate clear and measurable standards
- Monitor performance
- Give feedback for early correction
- Investigate fully and create a performance improvement plan
- Provide sufficient time to improve and escalate to a formal process if standards are not met
- Dismiss the employee if they cannot meet the standard required and no further adjustments can be made to help them
All well and good and advice that I would give to my employment clients.
The problem with such an approach is that does not in any way call for improvement in the conduct of the way the employer is managing the relationship.
It does not focus on whether the manager is acting as an inspirational manager and the mindset of the manager.
It neglects the non verbal communication of the manager.
It fails to focus on the organisational culture. Does the organisation encourage optimal performance?
How confident is the manager? Does he/she known how to manage conflict? Is he/she aligned with the goals of the organisation?
Is his/her relationship with staff strictly professional or is the manager insecure and wants to be liked by staff?
Justin Patten
Trainer