E
Allow the employee to bring a support person, or a
union representative, if appropriate, to the meeting.
The employee should understand that the support
person does not participate in the discussions during
the meeting.
STEP 2
Meet with the employee to
discuss the problem
Meet with the employee in a quiet location away
from distractions and interruptions.
You will need to define and provide specific examples
to ensure that the employee understands exactly:
what the issue is
why it is a problem
how it impacts in the workplace
why you are concerned.
Develop a clear plan of action with your employee
to implement the solution. The action plan should
include performance improvement milestones and
timeframes.
Schedule your next meeting with the employee to
review and discuss their performance against the
agreed action plan.
Keep a written record of all discussions relating to
poor performance, including action to be taken.
You may need to refer to these if further action is
required.
STEP 4
Monitor and review
performance
Also explain the outcomes you want to achieve from
the meeting.
Give the employee the opportunity to respond and
put their case forward. Listen to their explanation of
why the problem has occurred.
If you do decide to dismiss the employee make
sure you are aware of your obligations under the
Fair Work Act 2009 (Part 3-2 Unfair Dismissal).
Other titles in the Employment Essentials series
Managing People
Workplace Policies and Procedures
Need more information on the topics covered in the Employment Essentials series?
Contact NSW Industrial Relations Employer Education Services.
NSW Industrial Relations
Department of Services,
Technology & Administration
Work out a solution with your employee.
An employee who has contributed to the solution
will be more likely to support the process.
Monitor the employees performance and continue
to provide feedback and encouragement. You will
need to work with the employee to ensure that
performance improvements are sustained.
Introducing Workplace Flexibility
Ending Employment
STEP 3 Jointly devise a solution
Telephone: (02) 9020 4611
Fax: (02) 9020 4700
Email: NSW IR Workplace Information Network at
win@services.nsw.gov.au
www.industrialrelations.nsw.gov.au
or follow NSW_IR on Twitter
Supporting fair and productive workplaces.
Disclaimer: This publication is intended to be a general guide only. All due care has been taken in its preparation,
and the information is believed to be current at the date of publication. For further information check the NSW IR
website at www.industrialrelations.nsw.gov.au or call Education Services on 02 9020 4611.
July 2010. Printed on recycled paper.
Managing Performance
NSW Industrial Relations
Once you have identified and assessed the problem,
organise a meeting with the employee to discuss it.
Let them know the purpose of the meeting so that
they can make the necessary preparations.
Employee performance is a complex mix of skills, knowledge, ability, attitude, effort and results.
Performance management aims to maximise employee performance and align individual and
team effort with organisational goals and objectives. Creating a performance management culture
makes good business sense and may also provide an organisation with a competitive advantage.
What is performance
management?
Performance management is a continuous cycle
which commences with your recruitment decision
and includes setting performance criteria,
monitoring and assessment, feedback, action
planning, and learning and development activities.
Significant goals of performance management
include:
alignment of individual and team effort with
organisational goals and objectives
creating a shared vision of the organisations
strategic direction
facilitating discussions on performance
expectations, standards and achievements, and
providing a mechanism for employees to receive
regular performance feedback and guidance.
Why it is important
Effective performance management:
contributes positively to an organisations
bottom line
improves employment relationships and
communication
aligns individual and team performance with
organisational values, goals and objectives
helps to maintain high levels of performance and
identify areas for improvement
empowers employees by providing input into
goal and objectives setting
provides a mechanism to acknowledge
exceptional performance and address underperformance
identifies learning and development needs
aids in succession planning
provides an avenue for employees to provide
feedback on the effectiveness of workplace
systems, processes and procedures.
The type and complexity of the performance
management system used will most likely depend
on the industry, the nature of the work and the size
of the business.
Performance review
Performance review involves establishing and
agreeing on performance standards, comparing
performance against these standards and taking
appropriate action. The review process can range
from informal discussions between an employee and
their supervisor/manager, to a more structured and
documented system. An informal approach may be
where you regularly meet with an employee to give
and receive feedback, provide advice and guidance,
www.industrialrelations.nsw.gov.au
NSW Industrial Relations
Managing Performance
agree on priorities, and discuss day to day issues.
Formal performance review usually involves more
structured meetings where short and long term
objectives and priorities are set, learning and
development needs determined, and performance
issues discussed. Outcomes of these more formal
meetings and the associated outcomes are usually
documented and reviewed by participants on a
regular basis.
Performance review process
Modern performance review systems focus on two
way dialogue, goal setting, employee development
and regular consistent performance discussions.
A successful review involves preparation and
commitment. A key step in your preparation is to
schedule enough time for the discussion so that
employees do not feel that they have been rushed or
deprived of an adequate review.
What is performance review?
Ideally your performance review and associated
discussions with your employee should be a
regular ongoing process. The following steps
provide you with some guidance for when you
undertake more formal performance discussion:
STEP 1
Plan and prepare
From the moment we recruit an employee we
are judging and making decisions about their
performance. An important first component of
the review process is ensuring that the employee
understands the inherent responsibilities, goals and
objectives of the position.
Familiarise yourself with the position
description or requirements of the job
Read the position description to ensure that you
understand your employees job requirements.
If you are reviewing their performance, you
need to be able to compare it against the
expectations and requirements of the position.
Introducing a performance review
system
Pre-review questionnaire
Consider developing pre-review questionnaires
for both parties to help prepare them for
the upcoming discussions. The questions
should prompt both parties to critically
evaluate performance and identify strengths
and development needs, achievements, any
potential performance issues or problems, and
any changes which could be made to improve
performance.
As an organisation grows, the performance
management issues become more complex and
this is when you may think about moving from an
informal review system to a more structured formal
program. You may like to consider the following
when introducing a more formal performance
review system:
reviewing organisational goals and objectives
establishing individual performance goals and
objectives in line with organisational goals and
objectives
consulting with employees and involving them
in the development phase
establishing the purpose and proposed benefits
keeping it simple
identifying performance goals and objectives
for each position and ensuring alignment with
organisational strategic direction
organising training for employees involved in
the review process
record keeping.
Review previous performance reviews
Check the results of any previous reviews as this
may trigger discussion points for this review.
Evaluate job performance against the job
expectations/requirements
A rating scale may help identify areas of
improvement or new directions, targets and
goals for the next review.
Plan the performance review meeting
Consider the issues that need to be discussed.
Focus on positive feedback as well as areas
where improvement and development is
needed. Think about possible goals and
objectives for the duration of the next review
period.
STEP 2
Conduct the review
The setting
A formal performance review should be conducted
in a quiet location away from distractions and
interruptions.
Starting the review
Start the process in a positive manner by asking the
employee what they have included in their prereview questionnaire and discussing achievements
and strengths. Consider the points raised in the
pre-review questionnaires. Active listening will
demonstrate that you are interested in the employees
progress, achievements and feedback. Modify your
own perceptions and review where appropriate. Ask
the employee for their suggestions on how they may
improve performance or work practices in their area.
Participation
Keep the review on track and focused and encourage
the employee to be involved. This may mean you have
to do more listening than talking.
Dealing with any issues
Review any agreed goals and objectives and
ensure alignment with the strategic direction of the
business. Providing negative feedback can be counter
productive so carefully consider what you hope to
achieve in delivering the feedback and how you can
deliver feedback in positive terms. Concentrate on
positive aspects of the employees performance, and
deal with any general problems jointly in a
constructive way.
Review goals and targets
Review previous targets and goals. Work together with
the employee to set new ones if necessary. The result
is joint ownership and commitment to the goals and
targets.
Use the SMART formula system below as a guide.
Specific Measurable Achievable Relevant Timely
Document agreed targets and indicators of performance
to avoid any confusion or misunderstanding at a
later stage.
Ending the review meeting
Discuss changes to the review and agree on a date
to finalise the written review. Agree on a date for
their next review. Close the meeting once all issues
have been discussed and the employee has had an
opportunity to share their input.
STEP
3
After the review
Finalise your notes made during the discussion.
You may ask the employee to sign the final written
performance review to indicate that they have read the
revised review and that the discussion took place. This
does not mean that the employee agrees with the content
of the review.
Poor performance
Poor performance generally falls into the following
categories:
unsatisfactory work performance
breach of workplace policies, rules or procedures
unacceptable behaviour
employees personal issues that impact on their
performance and/or others in the workplace
Reasons for poor performance
Common causes of poor performance may include one or
more of the following:
your employee doesnt know what is expected
because goals and standards or workplace policies and
consequences are not clear (or have not been set)
there is a mismatch between your employees
capabilities and the job they are required to undertake
your employee does not have the knowledge or skills
to do the job expected of them
lack of personal motivation, low morale in the
workplace and/or poor work environment
your employee may have personal problems such
as family stress, health problems or substance abuse
problems with drugs or alcohol.
Poor performance should be considered promptly as
unaddressed problems have the potential to escalate
and are very likely to have a negative effect on morale,
productivity and the workplace in general.
Managing poor performance
STEP 1
Assess and analyse the
problem
How serious is the problem? How long has the problem
existed? How wide is the gap between the level of
performance and the level of performance expected
of the employee? Refer to the common causes of poor
performance as a guide.
NSW Industrial Relations
Managing Performance
agree on priorities, and discuss day to day issues.
Formal performance review usually involves more
structured meetings where short and long term
objectives and priorities are set, learning and
development needs determined, and performance
issues discussed. Outcomes of these more formal
meetings and the associated outcomes are usually
documented and reviewed by participants on a
regular basis.
Performance review process
Modern performance review systems focus on two
way dialogue, goal setting, employee development
and regular consistent performance discussions.
A successful review involves preparation and
commitment. A key step in your preparation is to
schedule enough time for the discussion so that
employees do not feel that they have been rushed or
deprived of an adequate review.
What is performance review?
Ideally your performance review and associated
discussions with your employee should be a
regular ongoing process. The following steps
provide you with some guidance for when you
undertake more formal performance discussion:
STEP 1
Plan and prepare
From the moment we recruit an employee we
are judging and making decisions about their
performance. An important first component of
the review process is ensuring that the employee
understands the inherent responsibilities, goals and
objectives of the position.
Familiarise yourself with the position
description or requirements of the job
Read the position description to ensure that you
understand your employees job requirements.
If you are reviewing their performance, you
need to be able to compare it against the
expectations and requirements of the position.
Introducing a performance review
system
Pre-review questionnaire
Consider developing pre-review questionnaires
for both parties to help prepare them for
the upcoming discussions. The questions
should prompt both parties to critically
evaluate performance and identify strengths
and development needs, achievements, any
potential performance issues or problems, and
any changes which could be made to improve
performance.
As an organisation grows, the performance
management issues become more complex and
this is when you may think about moving from an
informal review system to a more structured formal
program. You may like to consider the following
when introducing a more formal performance
review system:
reviewing organisational goals and objectives
establishing individual performance goals and
objectives in line with organisational goals and
objectives
consulting with employees and involving them
in the development phase
establishing the purpose and proposed benefits
keeping it simple
identifying performance goals and objectives
for each position and ensuring alignment with
organisational strategic direction
organising training for employees involved in
the review process
record keeping.
Review previous performance reviews
Check the results of any previous reviews as this
may trigger discussion points for this review.
Evaluate job performance against the job
expectations/requirements
A rating scale may help identify areas of
improvement or new directions, targets and
goals for the next review.
Plan the performance review meeting
Consider the issues that need to be discussed.
Focus on positive feedback as well as areas
where improvement and development is
needed. Think about possible goals and
objectives for the duration of the next review
period.
STEP 2
Conduct the review
The setting
A formal performance review should be conducted
in a quiet location away from distractions and
interruptions.
Starting the review
Start the process in a positive manner by asking the
employee what they have included in their prereview questionnaire and discussing achievements
and strengths. Consider the points raised in the
pre-review questionnaires. Active listening will
demonstrate that you are interested in the employees
progress, achievements and feedback. Modify your
own perceptions and review where appropriate. Ask
the employee for their suggestions on how they may
improve performance or work practices in their area.
Participation
Keep the review on track and focused and encourage
the employee to be involved. This may mean you have
to do more listening than talking.
Dealing with any issues
Review any agreed goals and objectives and
ensure alignment with the strategic direction of the
business. Providing negative feedback can be counter
productive so carefully consider what you hope to
achieve in delivering the feedback and how you can
deliver feedback in positive terms. Concentrate on
positive aspects of the employees performance, and
deal with any general problems jointly in a
constructive way.
Review goals and targets
Review previous targets and goals. Work together with
the employee to set new ones if necessary. The result
is joint ownership and commitment to the goals and
targets.
Use the SMART formula system below as a guide.
Specific Measurable Achievable Relevant Timely
Document agreed targets and indicators of performance
to avoid any confusion or misunderstanding at a
later stage.
Ending the review meeting
Discuss changes to the review and agree on a date
to finalise the written review. Agree on a date for
their next review. Close the meeting once all issues
have been discussed and the employee has had an
opportunity to share their input.
STEP
3
After the review
Finalise your notes made during the discussion.
You may ask the employee to sign the final written
performance review to indicate that they have read the
revised review and that the discussion took place. This
does not mean that the employee agrees with the content
of the review.
Poor performance
Poor performance generally falls into the following
categories:
unsatisfactory work performance
breach of workplace policies, rules or procedures
unacceptable behaviour
employees personal issues that impact on their
performance and/or others in the workplace
Reasons for poor performance
Common causes of poor performance may include one or
more of the following:
your employee doesnt know what is expected
because goals and standards or workplace policies and
consequences are not clear (or have not been set)
there is a mismatch between your employees
capabilities and the job they are required to undertake
your employee does not have the knowledge or skills
to do the job expected of them
lack of personal motivation, low morale in the
workplace and/or poor work environment
your employee may have personal problems such
as family stress, health problems or substance abuse
problems with drugs or alcohol.
Poor performance should be considered promptly as
unaddressed problems have the potential to escalate
and are very likely to have a negative effect on morale,
productivity and the workplace in general.
Managing poor performance
STEP 1
Assess and analyse the
problem
How serious is the problem? How long has the problem
existed? How wide is the gap between the level of
performance and the level of performance expected
of the employee? Refer to the common causes of poor
performance as a guide.
Allow the employee to bring a support person, or a
union representative, if appropriate, to the meeting.
The employee should understand that the support
person does not participate in the discussions during
the meeting.
discuss the problem
Meet with the employee in a quiet location away
from distractions and interruptions.
You will need to define and provide specific examples
to ensure that the employee understands exactly:
what the issue is
why it is a problem
how it impacts in the workplace
why you are concerned.
Keep a written record of all discussions relating to
poor performance, including action to be taken.
You may need to refer to these if further action is
required.
STEP 4 Monitor and review
performance
Also explain the outcomes you want to achieve from
the meeting.
Give the employee the opportunity to respond and
put their case forward. Listen to their explanation of
why the problem has occurred.
If you do decide to dismiss the employee make
sure you are aware of your obligations under the
Fair Work Act 2009 (Part 3-2 Unfair Dismissal).
Other titles in the Employment Essentials series
Managing People
Workplace Policies and Procedures
To find out information about the NSW Industrial Relations' workshop and webinar program,
contact NSW Industrial Relations Employer Education Services.
NSW Industrial Relations
Develop a clear plan of action with your employee
to implement the solution. The action plan should
include performance improvement milestones and
timeframes.
Monitor the employees performance and continue
to provide feedback and encouragement. You will
need to work with the employee to ensure that
performance improvements are sustained.
Introducing Workplace Flexibility
Ending Employment
Work out a solution with your employee.
An employee who has contributed to the solution
will be more likely to support the process.
Schedule your next meeting with the employee to
review and discuss their performance against the
agreed action plan.
STEP 2 Meet with the employee to
STEP 3 Jointly devise a solution
www.industrialrelations.nsw.gov.au
Email: NSW IR Workshops at
irworkshops@industrialrelations.nsw.gov.au
Telephone: (02) 9020 4612
or follow NSW_IR on Twitter
Supporting fair and productive workplaces.
Disclaimer: This publication is intended to be a general guide only. All due care has been taken in its preparation,
and the information is believed to be current at the date of publication. For further information check the NSW IR
website at www.industrialrelations.nsw.gov.au or call Education Services on 02 9020 4612.
Last updated: July 2013
Managing Performance
NSW Industrial Relations
Once you have identified and assessed the problem,
organise a meeting with the employee to discuss it.
Let them know the purpose of the meeting so that
they can make the necessary preparations.
Employee performance is a complex mix of skills, knowledge, ability, attitude, effort and results.
Performance management aims to maximise employee performance and align individual and
team effort with organisational goals and objectives. Creating a performance management culture
makes good business sense and may also provide an organisation with a competitive advantage.
What is performance
management?
Performance management is a continuous cycle
which commences with your recruitment decision
and includes setting performance criteria,
monitoring and assessment, feedback, action
planning, and learning and development activities.
Significant goals of performance management
include:
alignment of individual and team effort with
organisational goals and objectives
creating a shared vision of the organisations
strategic direction
facilitating discussions on performance
expectations, standards and achievements, and
c
providing a mechanism for employees to receive
regular performance feedback and guidance.
Why it is important
Effective performance management:
contributes positively to an organisations
bottom line
improves employment relationships and
communication
aligns individual and team performance with
organisational values, goals and objectives
helps to maintain high levels of performance and
identify areas for improvement
empowers employees by providing input into
goal and objectives setting
provides a mechanism to acknowledge
exceptional performance and address underperformance
identifies learning and development needs
aids in succession planning
provides an avenue for employees to provide
feedback on the effectiveness of workplace
systems, processes and procedures.
The type and complexity of the performance
management system used will most likely depend
on the industry, the nature of the work and the size
of the business.
Performance review
Performance review involves establishing and
agreeing on performance standards, comparing
performance against these standards and taking
appropriate action. The review process can range
from informal discussions between an employee and
their supervisor/manager, to a more structured and
documented system. An informal approach may be
where you regularly meet with an employee to give
and receive feedback, provide advice and guidance,
www.industrialrelations.nsw.gov.au
