Document Chunk
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Section : Implement a performance system
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is part of the "Using best practice to manage underperformance" section in the "Managing underperformance best practice guide." It outlines the importance of implementing a performance system as a framework for goal setting, feedback, and skill development to prevent underperformance in the workplace.
Text Content
A performance system provides employees and managers with a framework for goal setting, constructive feedback, continuous skill development and regular discussions about performance. This helps reduce the chance of underperformance occurring. A performance system doesn't have to be complicated or time-consuming. To implement best practice in your workplace you could consider:
- expectations - discuss your performance system during induction, training and in staff communications - this will help make performance a regular part of workplace conversations
- performance agreement templates - create a simple performance agreement template for your workplace
- discussions - meet with employees to set clear performance expectations, discuss and record their individual performance goals and training needs
- feedback - monitor employees' performance and provide regular, specific feedback, in a timely manner, about things they do well and things they can improve on
- training - support employee's skills and performance through training, coaching and mentoring fairwork.gov.au | Fair Work Infoline: 13 13 94 | ABN: 43 884 188 232
- What is the primary purpose of a performance system in the workplace?
- List three key components that should be included in a performance system.
- How can discussing the performance system during induction benefit employees?
- What is the significance of having performance agreement templates in a workplace?
- In what ways can regular feedback impact employee performance?
- Why is it important to set clear performance expectations with employees?
- How can training, coaching, and mentoring support employee performance?
- What are some potential consequences of not having a performance system in place?
- Describe how regular discussions about performance can influence workplace culture.