Effective performance management – getting the best from your staff
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Slides from a webinar which took place on 20 September 2018, presented by Maria Aguilar and Annabelle Cary from the HR Services Partnership.
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Effective performance management – getting the best from your staff
- 1. GETTING THE BEST FROM YOUR STAFF 20 SEPTEMBER 2018 Maria Aguilar FCIPD - Director Annabelle Carey MCIPD – Managing Consultant The HR Services Partnership
- 2. WHAT WE’LL COVER TODAY… • Managing people in today’s context • Setting standards and expectations • Addressing unsatisfactory performance
- 3. “Employees join a company but leave a manager”
- 4. THE ROLE OF MANAGER GETTING THE BALANCE RIGHT… TM John Adair
- 5. • Competence • Commitment & motivation DEFINING HIGH PERFORMANCE… I can do the job I want to do the job
- 6. SETTING EXPECTATIONS And also… • Advert • Job descriptions & person specifications • Contract and policies • Manager as role model • Organisational culture • Competency framework Recruitment Induction Probationary Period Regular Supervision Timely Management Interventions Annual Review Personal Objectives and Development Plan
- 8. THE FOUR INSIGHTS COLOUR ENERGIES Let’s do it right Let’s do it in a caring way Let’s do it now Let’s do it together Bold Efficient Focused Fast paced Action-oriented Interactive Optimistic Sociable Dynamic Friendly Considerate Supportive Reliable Trusting Valuing Factual Diligent Objective Structured Consistent © Andrew Lothian, Insights, Dundee, Scotland, 2006. All rights reserved. INSIGHTS, INSIGHTS DISCOVERY and INSIGHTS WHEEL are registered Trade Marks. © The Insights Group Ltd, 2016. All rights reserved.
- 10. EFFECTIVE 1TO1 MEETINGS Update on development plan Progress on objectives Work priorities 2-way feedback Recent achievements Agreed actions Regular dialogue Embedding the performance management system Trust and rapport
- 11. TAILORING YOUR APPROACH TO FEEDBACK
- 12. Dismissal Formal process Informal processInformal chat Meeting with notes Formal procedure Formal Warning(s) MANAGING THE PROCESS
- 13. MISCONDUCT OR CAPABILITY? DEFINING THE ISSUE Unsatisfactory performance procedure OR Conduct (won’t) Disciplinary Procedure Incapability (can’t) Consider most appropriate action
- 14. IN SUMMARY… Set clear standards and expectations Undertake a comprehensive onboarding process Make time for regular effective 1 to 1 meetings Get to know your staff Coach and develop – tailor to their needs Practise constructive feedback – 2-way Carefully define causes of issues Act promptly but reasonably Train your managers
- 15. FOR FURTHER INFORMATION… Maria Aguilar maria@hrservicespartnership.co.uk Annabelle Carey annabelle@hrservicespartnership.co.uk 01403 240 205 www.hrservicespartnership.co.uk @HR_Services1
- 16. NCVO champions the voluntary sector and volunteer movement to create a better society. We connect, represent and support over 13,000 voluntary sector member organisations, from the smallest community groups to the largest charities. This helps our members and their millions of volunteers make the biggest difference to the causes they believe in. • Search for NCVO membership • Visit www.ncvo.org.uk/join • Email membership@ncvo.org.uk 16