Managing Performance Management - MLP Law

Managing Performance Management

During the last few months of unprecedented change and often emergency interventions by business to survive and adapt in light of the Pandemic, the day to day management of normal operations has often had to recede into the background.  In many  ways, however, this could be a good time for focusing on effective management strategies, such as the performance management of staff.

The aims of performance management

The principal aim of performance management is to ensure that employees contribute in the best way possible to the objectives of their employer.

If employers manage their employees well then the employees will be aware of:

  • what the aims of the business are
  • what their role is in achieving the aims of the business
  • the skills they need to achieve that
  • what level of performance is expected of them
  • how they are doing measured against expectations
  • how they can develop

Ways of motivating under-performers

Fortunately, most of the things that are likely directly to motivate an individual are within the control of the manager. They include:

  • delegating tasks appropriately
  • holding meetings with the team regularly to review progress
  • maintaining a clear appraisal system, to produce a record of performance strengths and weaknesses and clarify aims and objectives going forward
  • recognising good performance appropriately and adequately (even making sure simply to thank employees for a job well done should not be underestimated)
  • ensuring employees have the equipment they need to perform their jobs
  • providing employees access to appropriate training, coaching and other development opportunities

Procedures for tackling persistent under-performers

In some case, however, despite an employer or manager’s best efforts, an employee will not be performing to the required standards.  In such instances, legal advice should be sought regarding the appropriate procedure but, in summary, an employer should take the following approach:

  • Informal meeting – with aims and objectives for improvement followed in writing (useful to send the employee a letter)
  • Formal meeting – with a clear timetable for improvement and warning of any potential sanction
  • Sanctions – If no improvement, introducing sanctions, which can include demotion or dismissal

Please don’t hesitate to contact the team at MLP Law with ideas about topics or for detailed advice in connection with any of the issues raised. You can reach us at or @HRHeroUK or on 0161 926 9969.