HR Central
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Performance Management Part 2 (Poor Performance)
- April 9, 2019
- in Performance Management
- By Sarah Tidey
- appraisal,conversations,employee,improvement plan,issue,meeting,performance management,poor performance
One of the most challenging aspects of employing people is dealing with poor performance. In a small business an employee who is not performing well can impact not only your bottom line but the morale of those around them. Many employers I speak to find it challenging to address poor performance particularly if the individual is a long standing or popular employee.
Case study
John is the Marketing Manager for a building company that specialises in renovations. An important part of John’s role is
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- June 12, 2018
- in Performance Management
- By Sarah Tidey
- employees,goals,KPI's,performance management,performance reviews,salary reviews,targets
For many businesses the end of financial year is fast approaching and it can be a busy time for performance and salary reviews. The process can be time consuming for employers. Many managers I speak to feel stressed and challenged by the conversations that need to be had! What can you do to ensure you and your employees get the most out of the process?
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Make sure your employees have a clear idea of what is expected of them
It sounds obvious doesn’t it? but many of the employees I see who are underperformin have
- May 28, 2018
- in Uncategorized
- By Sarah Tidey
- 360 degree feedback,employee reviews,employees,multi rater feedback,performance management,process
What is 360 degree feedback
360 degree feedback (also known as multi-rater feedback) is a process in which employees are reviewed by those around them at work (hence the 360 degrees) – their managers, peers and sometimes even customers or suppliers.
Typically, the process is used to help people with their development, to improve their work skills and behaviours. Some employers use the process to evaluate performance and make decisions about things such as pay increases – which can be controversial.
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The HR Central team blogs are about all things HR to keep you and your business informed about the main topics that make up the "employment cycle".
Consulting Solutions and Software and Advice Solutions bring together our team’s extensive HR knowledge and expertise in the best of Cloud based software and Specialist advice.
We are always looking for new and innovative ways to share information. We see our weekly bl
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2018 is now here and with the merriment of Christmas a distant memory, the New Year is the perfect time to set up your HR to ensure optimal productivity from the get go.
There are a number of simple yet effective ways to make your HR work for you. Here are some great tips on how to start your year with a bang!
Policies, Processes, Performance oh my!
Without effective processes in place, businesses are doomed. Too often as HR Specialists we see such a lack of systems, processes and policies relatin
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- August 25, 2017
- in Performance Management
- By HR Central
- constructive,employees,feedback,management,performance,performance management,positive,praise,rewards
Providing feedback to your employees can be difficult, especially if that feedback isn’t positive.
How do you provide feedback to your employees? Here are the do's and don'ts for providing feedback to your employees... Some employers opt to provide negative feedback in the form of a ‘feedback sandwich’ providing positive, negative and then positive feedback again. This acts to ‘soften the blow’ for what the employer actually wants to tell the employee. However, this can come across as insincere a
- August 21, 2017
- in Employee Relations
- By Olivia Bates
- communication,employees,performance management,productivity,workplace
Across Australia, in any industry or workplace, you will meet Employers dealing with poor performance from their team members. The impacts of this can have far reaching consequences, and if left untreated, can severely damage the spirit and future performance of your team.
According to recent studies, the most common causes of poor performance are absenteeism, lateness and inconsistent standards of work related tasks and duties.
Research suggests that absenteeism costsLet us keep you up to date
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