Mentioning “performance management” often instantly invokes negative reactions, stress, and thoughts of underperformance. 

In reality, having regular, proactive, and reciprocal reviews can have a really positive impact on generating open communication within a business. This approach supports employees to succeed, rather than simply addressing matters if they don’t.

We work with a diverse range of small to medium enterprises and, often, when we suggest holding Business and Performance Reviews every quarter, the initial response is this seems very time-onerous or “over-kill.”

True, it does take time. But once the process is up and running it will normally be pretty painless and far less time-consuming than addressing under-performance. It’s certainly less time-consuming and costly than recruiting a new employee.

So how does it work?

We suggest making regular reviews a reciprocal process with both the employer and employee sharing plans, ideas, challenges, and successes. That way, if there are challenges (perceived by either party), they are addressed early, giving the employer the chance to help and the employee the best possible opportunity to succeed. 

Where there is a problem and no platform for raising it early, an issue may escalate into a far greater and more complex problem. Worse still, an employer may be unaware of a problem until the employee resigns.

But what if there are performance issues? 

If an employee is not cutting the mustard and significant issues are present that are impacting on business productivity, then don’t wait for the regular review process. Address it quickly.

Often, employers feel there is nothing they can do about an underperforming employee. They perceive that their hands are tied, and they just need to put up with it.

This doesn’t need to be the case. 

Yes, there are processes which must be followed (we can help with that!); however, it does neither your business nor the employee any favours to leave performance issues unresolved.

Some employers avoid raising underperformance concerns as they feel it doesn’t fit with their culture of caring for their staff. Again, it does no favours and may generate bad feeling within a work team.

You run the risk of losing an excellent employee who gets fed up with someone else getting away with not pulling their weight.

Going down a formal performance management route doesn’t need to be seen as a negative process.  In fact – ideally – the reason you are doing so is to support the employee to succeed. 

There’s a chance you could end up in a situation where their position is no longer tenable, but a well-run performance improvement plan will support an employee who is capable and willing to raise their performance to succeed in doing so.

How can we help?

At EASI NZ we can tailor our support to your needs – whether that is setting up and running your performance reviews and any performance improvement plans, just getting you set up, or advising and helping you navigate your way through the processes successfully.