Managing performance is one of the most critical roles of a line manager
With the increasing pressures and constant change present in every workplace, managing people’s output and behaviours is more important than ever. Many managers find managing poor performance is challenging. They understand the process and principles, but are apprehensive about talking directly about issues which may well become a source of disagreement. And they’re right to be anxious, as performance management is second only to behaviour and conduct for causing employment disputes (CIPD).
To prevent disagreements about performance from arising or escalating you need managers who are confident and effective when managing performance. That way, no-one need worry about raising difficult issues in an appraisal or PDR.
Our expertise is in getting the talking right and we can work with managers to build their skills in managing poor performance better. And we tailor our approach to your organisation’s strategy, culture and values, so that everyone knows what is expected and is united behind your vision and organisational ambitions.