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Performance Management. Is it a lost cause?

Performance management sounds daunting, not only for the employee but also for the manager. The term can be deemed as a negative process that threatens. 

Never the less, not all performance management cases are carried out in this way.

Performance management can be used in a positive way to bring out the best in an individual.

I have many experiences with performance management both positive and negative.

The positive case was due to the fact that I communicated to the individual that the performance management process was to support and improve their performance after noting some risks within the service.

The initial response was not good and a brick wall was instantly put up, but I sat them down explained why it was needed and that together we could identify the elements that needed to change and improve.

We put together a plan which included extra training, mentorship and a timeplan to ensure they had rest time away from the monitor.

The plan which was a 3 month plan worked initially. There was a slight regression after the plan, which we worked through together.

The point is that if performance management is well explained and well executed it can work. It can depend on the individual and how reseptive they are, but that is where the decision on capability or conduct arrives.

Some managers fear performance management and avoid it at all cost. A good manager can and will decide when performance management is needed and will draw up the right plan and deal with the situation to benefit the individual the service and the customers.

Performance management is not always a lost cause. In fact it is never a lost cause because if it does not improve the capability, it highlights conduct issues.

Another post on conduct coming up!