Performance frameworks
Developing clear and workable performance standards for individual roles, teams or the wider business.
Build the system before you need it
Performance Management
& Productivity
Good performance management should happen long before anyone starts talking about a Performance Improvement Plan.
We help employers build practical systems for setting expectations, measuring performance, giving useful feedback and dealing with problems early, before they develop into expensive employment disputes.
Part of ordinary management
Performance management
should be business as usual.
Many employers only begin formally managing performance when something has already gone wrong.
By that stage, relationships may have deteriorated, managers may have formed fixed views about an employee, and the process can quickly become defensive or adversarial.
A better approach is to make performance management part of normal business operations.
Employees should know
- What is expected of them
- How their performance will be measured
- What good performance actually looks like
- Where improvement is required
- What support is available to help them improve
Managers should have equally clear systems for identifying problems, recording concerns and responding consistently.
Practical employer support
We can help with
From everyday performance frameworks to a review of a process already under way.
Performance metrics and KPIs
Reviewing whether existing measures are meaningful, achievable and consistent with the employee’s role and employment agreement.
Manager performance processes
Creating straightforward systems for regular feedback, reviews, coaching and documentation.
Early performance intervention
Helping managers address emerging problems before they become entrenched.
Performance Improvement Plans
Designing PIPs with clear objectives, measurable standards, reasonable timeframes and appropriate support.
Existing PIP reviews
Reviewing a proposed or existing performance process for fairness, clarity and practical weaknesses before the employer proceeds further.
Difficult performance situations
Advising employers where performance concerns have become complicated by conflict, complaints, absence, restructuring, disciplinary issues or a potential personal grievance.
A genuine opportunity to improve
A PIP should
have a purpose.
A Performance Improvement Plan should genuinely provide an employee with an opportunity to improve.
That requires more than telling someone to reach an “acceptable standard”.
The employer needs to be able to explain what the standard is, why it applies, how performance will be assessed and what the employee needs to do differently.
What does “acceptable”
actually look like?
Poorly designed performance processes can create unnecessary disputes and expose weaknesses in the employer’s decision-making.
Done properly, performance management can improve productivity, accountability and communication across the whole organisation.
Build the system before you need it
Better performance
starts with a clearer system.
We can review your existing performance management practices or help build a practical framework suited to your organisation.
The objective is simple: clearer expectations, better management decisions and fewer avoidable employment problems.
We help you build a performance system before you have a performance problem.
Talk to us about your performance management systems.
Tell us about your organisation, your current approach and where you would like support. We will confirm the scope and fees before work begins.
Please start with a brief outline. Document transfer can be arranged if we proceed.