Performance Management
Managing performance before it becomes a problem.
Good performance management is not about catching people out. It is about setting clear expectations, having honest conversations early, and building a team where everyone knows where they stand. It’s as much about reinforcing great performance as managing poor performance.
Before You Set Off
Picking Up the Pace
Maintain Momentum
Shifting Up a Gear
Bumps in the Road
Changing Direction
Setting the right foundations
Performance management starts at the point of hire. A clear job description, agreed objectives during probation, and regular check-ins from day one create a foundation that makes everything else easier.
When expectations are clear from the start, good performance can be recognised and reinforced, while concerns can be raised early and without the conversation feeling like an ambush. Most performance issues that escalate to formal processes could have been addressed weeks or months earlier.
One-to-ones and appraisals
Regular one-to-one meetings are the backbone of good performance management. They are the place where concerns are raised, support is offered, progress is discussed, and feedback flows in both directions.
A formal appraisal, typically held annually or twice-yearly, should not contain surprises. It should be a structured summary of the conversations you have been having throughout the year, with clear objectives agreed for the period ahead.
We build appraisal templates and one-to-one frameworks for clients that are straightforward to use and provide the documentation you need.
When informal is not enough
If informal conversations are not producing improvement, or if the concern is serious enough to warrant a more structured approach, a Performance Improvement Plan may be the right next step. A PIP sets out the specific concerns, the standards required, the support being offered, and the timeline for review.
We design and support PIP processes for clients, making sure they are fair, clearly communicated, and legally defensible.
Documentation is everything
If it is not written down, it did not happen. After every significant performance conversation, send a brief follow-up email summarising what was discussed, what was agreed, and what the next step is. This takes five minutes and is the single most effective thing you can do to protect your position if things escalate.
What is performance management?
Performance management is the ongoing process of setting expectations, monitoring progress, giving feedback, recognising good performance and addressing concerns. It covers everything from regular one-to-one conversations to formal appraisal processes, and from informal feedback to structured Performance Improvement Plans.
For businesses, performance management is often informal by necessity. But informal does not mean undocumented. The absence of a written record is the most common reason a performance-related dismissal becomes difficult to defend.
Common Questions
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