What is Managing Performance and Why Is It Important?
One of the most important roles of a line manager is to help their team perform well. Managing performance is a broad term that encompasses a range of practices and processes that aim to achieve this.
The roles of the people in the team exist to create value for the business and ensure its success.
In order to help their teams perform and succeed, Managers need to be equipped to
- provide direction and set clear expectations for their teams
- motivate them
- develop individual’s skills
- provide support and resources
And they need to be able to hold individuals in their team to account.
Managing performance at work is critical for ensuring that employees are meeting expectations, achieving organisational goals, and providing opportunities for growth and development. Effective performance management should achieve the following:
✅ Ensuring that employees are meeting the expectations of their roles
Performance management helps to ensure that employees are performing their duties effectively and meeting the expectations of their roles. This ensures that the organisation is achieving its goals and objectives.
✅ Identifying areas for improvement
By monitoring performance, managers can identify areas where employees may need additional training or support to improve their performance.
✅ Providing feedback and recognition
Performance management provides an opportunity for managers to provide feedback to employees, recognising their achievements and identifying areas for improvement.
✅ Motivating employees
When employees receive feedback and recognition for their work, it can help to motivate them and increase their job satisfaction.
✅ Supporting career development
Performance management can be used to identify employees’ career goals and provide opportunities for development and growth.
How can Managers Manage Performance?
There are several things that managers can do to improve the performance of their team, including:
✅ Set clear expectations
Using tools such as probationary periods and appraisal reviews, Managers can communicate clear expectations for their team’s performance, including goals, timelines, and expected outcomes. Other factors such as behaviours and demonstrating company values are often included and help provide balance – the ‘what’ and the ‘how’. They should review them consistently and honestly, recording evidence and outcomes. Failure to raise and record concerns will be problematic if you subsequently decide to put an employee through a performance management process and you potentially run the risk of unfair dismissal claims
✅ Provide feedback
In addition to annual appraisals, regular feedback can help employees understand what they are doing well and where they need to improve. Managers should provide constructive feedback that is specific, timely, and actionable. Don’t store up negative feedback or issues for an annual appraisal. You risk an employee feeling confused, defensive and aggrieved that they were not given the opportunity to address the issues at the time. If you do end up in a performance management situation, and the outcome is dismissal, the process will not be deemed to be fair if the employee was not given timely feedback and a reasonable opportunity to improve
✅ Support employee development
Managers should provide opportunities for employee development, such as training, mentoring, and coaching. This can help employees improve their skills and knowledge, which can lead to improved performance.
✅ Encourage collaboration
Collaboration can help employees work together to achieve common goals. Managers should encourage collaboration and create a team culture that values communication and cooperation.
✅ Recognise and reward good performance
Managers should recognise and reward good performance to motivate employees and reinforce positive behaviours. This can be managed through performance related pay, annual pay reviews linked to performance and bonus schemes linked to performance, as well as ad-hoc/one-off recognition awards.
✅ Lead by example
Managers should lead by example and demonstrate the behaviors and attitudes that they expect from their team. This can help create a positive work environment and foster trust and respect among team members.
✅ Manage poor performance
Managers should identify and address poor performance in a timely manner and ensure they follow a fair and legally compliant process.
Legal Obligations in Performance Management
Protect your business by ensuring you have well-documented policies and processes and that Managers are equipped to deploy them.
⚠️ Performance management practices must be fair, transparent, and comply with all relevant laws and regulations
⚠️ It is essential that performance management practices do not discriminate against employees based on protected characteristics such as age, race, gender, or disability.
⚠️ Employers must provide a fair process for performance management, including a transparent system for identifying and addressing performance issues.
Can I Help You with Managing Performance?
Managing performance is important even if you only employ one person. If you need any help introducing, reviewing or updating any of your policies or processes to support managing performance, or if you need help in up-skilling your managers, get in touch for a no obligation chat.
Are you losing valuable time or sleep over HR worries?
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