Document Chunk
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Section : Step 5 - Monitor and review
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is part of the "Using best practice to manage underperformance" section, specifically focusing on the steps to monitor and review an employee's performance after implementing a solution. It emphasizes the importance of ongoing support, feedback, and follow-up meetings to ensure that performance improvements are acknowledged and maintained.
Text Content
Once you have a solution in place, make sure you:
- follow through with any training or other support you offered the employee
- regularly check-in with the employee to discuss how they are progressing
- continue giving feedback and encouragement
- have a follow up meeting at the agreed time to review their progress. It often takes more than one conversation to resolve an issue. A follow up meeting is a good chance to acknowledge the employee's progress and focus on the improvements that are still required. Remember, give the employee a reasonable period to improve. What is reasonable will depend on the employee's role and the duties they perform. fairwork.gov.au | Fair Work Infoline: 13 13 94 | ABN: 43 884 188 232 If you have a performance improvement plan in place, update the plan at the follow-up meeting to specify:
- whether the current performance is satisfactory or not
- what has improved
- what still needs to be improved
- what support is being provided
- when the performance will be reviewed again. Both you and the employee should keep a copy of any updated performance improvement plan. Once the performance has improved to a satisfactory level, acknowledge that the issue has been resolved and discuss how the improvements will be maintained.
- What steps should be taken after implementing a solution for an employee's performance issue?
- Why is it important to regularly check in with the employee after a solution is in place?
- What should be included in the follow-up meeting regarding the employee's performance?
- How can a manager acknowledge an employee's progress during a follow-up meeting?
- What factors determine what is considered a reasonable period for an employee to improve?
- What specific updates should be made to a performance improvement plan during a follow-up meeting?
- How should both the manager and the employee handle the documentation of the performance improvement plan?
- What actions should be taken once an employee's performance has improved to a satisfactory level?
- Why might it take more than one conversation to resolve a performance issue?
- What role does feedback and encouragement play in the performance improvement process?