How to Manage Performance Conversations

How to manage performance conversations 

How to manage performance conversations
As a manager, if you cannot verbally put your finger on how a staff member is failing, it is sometimes best to say nothing at all. However, complaining about or to an employee must have relevance to their occupational performance and evidence provided. Not clearly voicing employee concerns can and does lead to potential legal action. The mistakes many managers make in how to manage performance conversations are to:

  • Fail to complain about or to an employee early enough
  • Not gathering necessary proof of underperformance
  • Be vague about the details of the complaint
  • Shy away from a performance conversation because they believe the conversation with the employee is confrontation

As long as you are following your company procedure on how to manage performance conversations. For instance, accurately, early and with backed up evidence. Therefore, you can, and should, voice your concerns to the employee. This stops the problem from escalating into a disciplinary situation. It also provides evidence that you have addressed the employee’s performance should you need to defend a claim.

How We Can Help

Metis HR can help managers understand how to manage performance conversations. How to handle the early stages of conduct and under-performance issues. And instruct them on the application of procedures if the issue has developed. Giving you confidence in how to manage performance conversations effectively. Do you have a performance management policy? Metis HR can help with that too. Give us a call on 01706 565332 for a no obligation, free to you, conversation.
You might find our blog on managing difficult employees of use to you too.
Metis HR is a professional HR Consultancy based in the North West of England supporting clients across the country. We specialise in providing outsourced HR services to small and medium-sized businesses.
Call us now on 01706 565332 to discuss how we may help you.
 

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