Performance management; how to avoid the pitfalls.
In British culture we tend to have an aversion for tricky conversations, yet we know avoiding them can lead to unwanted and costly tribunal claims.
In my role as ex-employment lawyer, StressLess Coach and leadership expert I talk about how to navigate the pitfalls of an under-performing team member.
This article appeared as the Ask the Expert feature in Cambridgeshire Chamber of Commerce Connected magazine November 2019 issue 82 page 15
Why is performance management tricky?
Legislation and best practice require employers to follow a ‘fair process’ before terminating an employee’s contract. When matters of a disciplinary nature arise formal procedures kick in much sooner, giving employers a framework to apply.
When concerns about an employee’s performance arise the law expects employers to manage issues informally first. And here begins the cat and mouse game of performance management.
What different approaches are there?
Often performance management is only thought about when things start going wrong. If, instead, we have performance at the forefront of our mind, we can iron out any potential wrinkles as we go.
By using key leadership skills, such as explicitness and feedback, we can set and maintain boundaries consistently. We can catch employees ‘doing things right’ in the moment and breed more of the same.
How do I navigate performance?
With all best intentions, sometimes an employee’s behaviour can be undesirable. So first define that behaviour, together with the desirable behaviours we want to see more of. Doing this allows us to ask “do these behaviours really matter in terms of actual performance?” and, if so, “does the person clearly know what is expected?”. In my experience, these questions bring up a range of answers!
If we answer ‘yes’ then ask; “could the person do what was required if their life depended on it?”. This acid test is great for flushing out whether our employee hasn’t got the skills required or they won’t perform. Whichever it is, we then know what questions to ask that individual to uncover, and therefore address, the route cause.
What are the benefits?
Many businesses I talk to struggle with recruitment, which is a costly drain on resources. So attracting and retaining talent is more important than ever. This approach, even if it does still result in a dismissal, saves time, money, stress and contentious risk. But actually, often improves performance!
If you’d like to find out more ask Vikki at Vikki@skylark.life
Vikki Pratley, StressLess Coach
About Vikki
After many years as a practicing employment lawyer and a founding partner of a successful law firm, Vikki suffered from burnout; recognised in 2019 by the World Health Organisation as being caused by chronic workplace stress that is not successfully managed.
Vikki was inspired to help others to be high performers without risking burnout so retrained as an ILM certified coach, ABNLP certified NLP practitioner, licenced practitioner of Liberating Leadership® and Pioneering Professional® and is the business owner of Skylark.
Vikki now works with professionals, through Skylark’s StressLess Clinic and with Clara Rose Consultancy as a career management specialist. From speaking or facilitating events or on a one-to-one or group basis, Vikki works with individuals and professional firms to help them successfully manage workplace stress, create sustainably high performing environments and excel through key recruitment choices.
Vikki has a wholistic approach to her work, always starting with the individual before equipping them with a tool-kit for success, including a mindset, key skills and, for leaders, a process.