Improving and Managing Performance

This video gives you ideas for objectives that will make sure they continue to be relevant all the way through the year.

This video helps you to write a great quality objective that stands up to S.M.A.R.T’s scrutiny!

This video gives you guidance how to assess performance against the objective you set for your team member earlier in the year.

How to select a performance rating from the range that’s available to you? This video helps you reach your decision in a way that you can be confident was objective and fair.

This video gives you a structure to how you manage your team member’s performance. Complete each step on the journey each time you set an action plan; and at each stage of your formal procedure – and you’re well on the way to effective performance management.

The first stop on the journey: This video helps you to be specific about the difference between the expected level of performance and what your team member is currently delivering.

Once you’re clear what the gap is, diagnosing what’s causing it is the secret to an effective action plan. This video walks through things to take in to account to make your diagnosis hit the spot.

Now you’ve diagnosed the cause, what steps are needed to address it? This video guides your decision-making on what actions are needed for the action plan.

Or PIP or development plan: This video identifies what needs to go into the plan – capturing all the thinking that’s been done on each step of the performance management journey.

This feels like a big step, but this video gives guidance of what to look out for that means ‘going formal’ is the appropriate and fair thing to do.

More than a mere formality, the invite letter sets the tone of the performance management at the formal stage: This video walks you through all that needs to go into your template letter – and why.

This video gives you a plan of what to cover ‘on the day’ and how to do it.

Who might be turning up with the employee?

What can they do? And how do you keep them on track?

A hallmark of the formal procedure is the potential that the employee receives a warning about their level of performance: This video walks through the things to consider when deciding whether to give a warning in the case you’re dealing with.

This video walks through all that needs to go into the outcome letter to complete the process.

If you have decided that dismissal was the fair and reasonable outcome, this video explains the information that’s needed in the important letter that completes the process.

Do you review the decision made by your colleague, or re-hear the case afresh? This video helps you to decide.

This video gives you a walk-through of the things to cover ‘on the day’.

Who might be turning up with the employee?

What can they do? And how do you keep them on track?

What to take into account to make sure the sanction you select is reasonable and fair.