Document Chunk
This text chunk contains following information extracted through processing and enrichment.
Section : Best practice checklist
Domain : Human Resource Management
Classification : Not Identified
Context
This checklist is part of the "Best Practice Checklist" section in the "Managing Underperformance Best Practice Guide," which outlines essential steps for employers to effectively manage and prevent underperformance in the workplace. It emphasizes the importance of implementing a performance system, recognizing employee achievements, addressing issues promptly, and following established processes during performance management discussions.
Text Content
A best practice workplace involves more than just understanding and complying with the law. This checklist will help you work at best practice when managing and preventing underperformance within your business:
- [ ] Performance system - implement a performance system, it doesn't have to be complex! This will give your workplace a framework for setting expectations, developing skills, giving feedback and regularly reviewing performance.
- [ ] Reward - recognise and reward employees when they're performing well.
- [ ] Identify and promptly address - identify and assess underperformance problems when they occur. Address underperformance issues straight away.
- [ ] Process - follow any performance management process set out in your award or enterprise agreement, the employee's contract or relevant workplace policies about performance management.
- [ ] Meeting - organise a meeting with the employee to discuss a problem when there is one. Conduct the meeting in a private, non-threatening, comfortable and quiet location.
- [ ] Prepare - prepare for any meetings. Provide relevant documents to the employee, give the employee time to prepare for the meeting and invite or allow them to bring a support person.
- What is the primary purpose of implementing a performance system in the workplace?
- How can recognizing and rewarding employees impact overall workplace performance?
- Why is it important to address underperformance issues promptly?
- What should be included in the performance management process according to workplace policies?
- What steps should be taken before organizing a meeting with an employee regarding underperformance?
- In what type of environment should meetings about performance issues be conducted?
- How can providing relevant documents to an employee before a meeting benefit the discussion?
- What role does a support person play during performance management meetings?
- What are some potential consequences of failing to manage underperformance effectively?
- How does the checklist provided contribute to creating a best practice workplace?