| Performance management is a term that is hated by | | | | When a staff member is being taken into a |
| both managers and employees. Those on the | | | | performance meeting the manager must remember to |
| receiving end of performance management often feel | | | | be honest and treat the employee with respect. If this |
| resentful and managers do not generally like handing | | | | approach is taken more often than not the employee |
| out punishments. However there are a few ways | | | | will work towards fixing whatever the problem is. |
| managers can make this system easier on | | | | However if the managers are rude and bully the |
| themselves and their employees. | | | | employee this could lead to more serious legal issues in |
| First, it is important to keep a constant and open line of | | | | the future. |
| communication with employees. Managers that talk to | | | | When an employee has made the required changes, |
| their staff on a regular basis gain their trust. This will | | | | the manager should notice. They should take the time |
| lead to staff becoming more honest with their | | | | to tell the employee that they are doing well. This will |
| managers and offering more information on the goings | | | | help build a great working relationship between staff |
| on in the workplace. | | | | and make performance issues in the future easier. |
| A feedback system should be built between | | | | Managing the performance of staff is not always a |
| managers and the staff. This may mean a meeting | | | | pleasant circumstance, however it does not have to |
| once a week with each staff member to discuss their | | | | be a bad experience. If managers are firm yet |
| progress at work. By creating a process such as this | | | | understanding of the employees, these meetings and |
| one managers take away the surprise factor when it | | | | processes will go through without a hitch in most |
| comes to managing the performance of staff. | | | | circumstances. |