“Well done to the team for putting this Employer Guide document together whilst dealing with the mayhem that we are all experiencing at present. Please pass on my sincere thanks on behalf of the industry to the whole team for their efforts, well done and much appreciated.”
Poor performance can have a ripple effect on the entire business
Disengaged employees impact overall morale leading to low productivity
Poorly managed performance reviews lead to high staff turnover.
Managing poor performance is a tough conversation
Continuous constructive feedback fosters trust and a culture of cooperation
High employee turnover can be costly
Make performance reviews a positive experience
We can equip your business to develop a regular performance review program, to nip the niggly issues before they grow into big problems, including:
- Setting clear goals and expectations from the beginning
- Developing processes to provide regular feedback and opportunity to discuss progress
- Implementing staff training and development plans
- Training program for your management team on how to undertake performance reviews
- Building a positive culture, of trust, openness and collaboration where employees feel fully supported and valued.
- Having the tough conversations
- Tools to gauge and manage employees’ engagement level.
Get Support with performance reviews
Our team includes qualified HR and WR Specialists with extensive experience in developing and managing performance review programs to build a high-performance team.
Naveen RaghavanWorkplace Relations Consultant Read Bio
Workplace Relations Consultant
Naveen Raghavan is a qualified non-practising lawyer and a Workplace Relations Advisor. He is passionate about employment law and industrial relations and his calm approach and ability to interpret complex matters allows him to achieve real solutions.
He has an extensive generalist background encompassing the areas of employment, civil, criminal, administrative and construction law. Naveen is also committed to social justice issues, having previously volunteered at the Flemington & Kensington Community Legal Centre, Refugee Legal and the Fitzroy Legal Service.
Zach GaleaHuman Capital Management Lead And Business Development Manager Read Bio
Human Capital Management Lead And Business Development Manager
Zach Galea is an enthusiastic and resourceful Human Resources Leader with multi-faceted experience – providing business support across a range of organisations and industries including construction, pharmaceutical, retail, fast food, banking and engineering industries to name a few. He is supported by tertiary education, holding a Master of Management and Human Resources and a Bachelor of Psychological Science.
Zach is experienced in providing a wide range of HR services that drive business performance and build organisational and individual capabilities – contributing to business growth and bottom-line performance. He can help companies to identify blockers/constraints and develop innovative solutions that help organisations deliver on their strategic initiatives. Zach is passionate about making a difference within the workplace and drives HR initiatives that are aligned with the company vision, and are aimed at promoting best practice, both internally and externally.
The team can support with:
- Evaluating the root causes of underperformance, considering factors like skills gaps, workload, and motivation.
- Establishing and implementing a process that meets legislative requirements to manage poor performance
- Developing a plan for employee success through goal setting, performance improvement plans and success pathways
- Mediating conflicts between employees and managers related to underperformance issues.
- Advise on termination, including process, documentation and entitlements associated with employee termination
See what our customers say
“Thank you for this information and all your hard work in keeping us informed of the most current Workplace information.”
“Thank you so much for all this information. In such a challenging time, it’s so nice to be able to have your helpful advice so I can make the right decisions for our company and our employees.”
“I had a browse through this platform, what a fabulous tool! The dashboard is very simple to navigate and will be a great platform for businesses that don’t already have a robust HR SharePoint or intranet dashboard internally.”
Frequently asked questions
Have questions? We are here to help.
Performance reviews and performance management are both important tools for employers to evaluate and improve the performance of their employees. However, there are some key differences between the two.
Performance reviews are typically conducted on an annual, biannual or quarterly basis and are focused on assessing an individual employee’s performance over a specific period of time. These reviews often involve a meeting between the employee and their manager to discuss the employee’s strengths and weaknesses, set goals and KPIs for the upcoming period, and identify areas for improvement.
Performance management, on the other hand, is a term commonly used in the context of managing instances of underperformance. It involves identifying and assessing underperformance, setting clear improvement goals, providing feedback and coaching, implementing improvement plans, offering training, and documenting progress. The aim is to guide underperforming employees toward meeting organisational expectations and goals while fostering a positive work environment.
However, performance management should be considered as an ongoing process for all employees that encompasses all of the ways in which an employer works to improve the performance of their workforce. Employers should strive to drive performance standards and expectations, provide training and development opportunities, and offer feedback and coaching to employees on an ongoing basis.
The frequency of performance reviews can depend on your business size, the nature of the work and the resources available. However it is essential to ensure evaluations are conducted on a regular basis to track employee progress.
Managing underperforming staff can be a difficult and challenging task, but it is an essential part of being a good leader. There are several steps you can take to effectively manage underperforming staff.
It is important to identify the reasons for their underperformance. Is it a lack of skills or knowledge, poor attitude, or a lack of resources? Once you have identified the root cause, you can develop a plan to address it.
Communicate your expectations clearly and provide regular feedback. Ensure that your staff understands what is expected of them, and provide constructive feedback on their performance. Be specific about what they need to improve on and provide clear examples.
Provide adequate training and support. If the underperformance is due to a lack of skills or knowledge, providing additional training and support can help the staff member improve.
Set goals and objectives. Setting achievable goals and objectives can help motivate staff and provide a clear path for improvement.
Finally, be prepared to take disciplinary action if necessary. If all other avenues have been exhausted and the staff member is still underperforming, you may need to consider disciplinary action, such as a performance improvement plan or termination.
Remember, managing underperformance also requires adhering to a strict and well-documented process to ensure legal and legislative compliance. It can be a difficult and time-consuming process, but it is essential for the success of your team and organisation.