Many of us have been in this exact situation. You join a new team and quickly it becomes apparent that the previous manager has not tackled poor performance. Standards may have dropped over a period of time and poor behaviour, for some colleagues, has now become ‘the norm’.
As a new manager it keeps you awake at night thinking about how to best tackle the problem. Maybe there is one member of the team that stands out and you want to address the problem. Our advice is keep it simple and tackle it sooner rather than later! The longer you leave it, the more difficult it will become. Break it down into a journey with steps to achieve along the way.
- Review the job description – So often job descriptions are left unchanged, pure as the day when the employee first joined the business! Job descriptions are the foundation of performance management. Make sure job descriptions reflect current roles and responsibilities before you start to formally manage the performance of an employee.
- If you don’t already have one, develop a person specification which identifies the skills and behaviours that the post holder will need to have and demonstrate. This will help you with step three.
- Conduct a training needs analysis – comparing the employee’s skills and behaviours to that of the person specification.
- Agree on objectives to help the employee to acquire the missing skills and behaviours (consider mentoring, training and coaching).
- Set a Performance Improvement Plan with month by month targets and goals. Ensure that the employee agrees that these are achievable before you start.
- Meet on a monthly basis to review performance. (Step 6 is the step that as managers we fail at the most frequently. You’ve put in so much effort to get to this stage so don’t fall at the last hurdle!)
For more information, tips and templates why not join our Performance Management and Appraisal Skills training session. Click here for more information.
We’ve been facilitating training across the country over the last few weeks and the feedback has been fantastic! One comment we receive over and over again is “I feel like I learn so much more when I attend training sessions, compared to e-learning”.
Surveys relating to the effectiveness of e-learning are a constant source of debate amongst HR professionals. A paper published by the CIPD in 2011 supported the argument that e-learning is most effective when combined with other types of learning. In a survey conducted by the CIPD 93% of the 11,562 participants believed that their learning experience was improved when adopting a blended approach using visual, auditory and kinesthetic methods to engage with their delegates.
That’s why at OneWorkforce we put the emphasis on facilitating training to make it fun, interactive and enjoyable. Ditch the e-learning and book training that your team will really learn from!
New course dates have been added for Leeds, Derby and Sheffield areas.
We are delivering open sessions, kindly hosted by OneMedicalGroup. These events are open to anyone and tickets can be purchased by emailing firstname.lastname@example.org, completing our enquiry form, or by visiting the OneWorkforce page on Event Brite.
The following training dates are currently available;
Minimising Absence and Maximising Attendance, Otley, Leeds
Minimising Absence and Maximising Attendance, Derby
Performance Management and Conducting Appraisals, Derby
Law, Disciplinary and Grievance Training, Sheffield
Law, Disciplinary and Grievance Training, Otley, Leeds
New dates are released each month so visit us again soon! If none of the above dates meet your needs then contact us directly to discuss more options.
We offer a range of services for GP practices, healthcare providers and other businesses which includes HR support, bespoke training and general leadership and management skills advice.
To find out more visit our business services pages.
Managing Absence is a new module which we’ve added to support you in successfully managing absence in the workforce.
The module lasts 4 hours and can be organised for small groups of between 3-15 staff.
Why is absence management so important?
Effective absence management involves finding a balance between providing support to help employees with health problems stay in and return to work, and taking consistent and firm action against employees who try to take advantage of organisations’ occupational sick pay schemes.
In healthcare, high levels of absence not only impacts teamwork and service delivery, but ultimately impacts continuity of patient care. This module is designed to provide line managers at all levels with the practical skills to enable effective management of both short and long term absence in the workplace.
The highlights of this module:
- An overview of policies and procedures
- Understand the roles you play as a line manager in managing attendance
- Overview of the legal aspects of managing attendance
- To be able to maintain accurate record-keeping of absence
- Understand the role of Occupational Health
- To be confident in conducting return to work interviews/home visits
- Gain an overview of fit notes
- Stress related absences – Understand how to manage and when to ask for support
Don’t just take our word for it!
We’ve asked delegates to provide us with feedback on our courses and this is what they’ve said:
A Head of Operations in Berkshire: “Really good session. Good use of scenarios to explore and expand knowledge. Good delivery by trainer with good examples”
A Service Manager in Leeds:“Excellent fun, great new insights. I now have a more comprehensive understanding of how to manage absence at my practice.”
A National Head of Human Resources: “Good level, excellent tempo to the course. A well balanced training session aimed at all levels of management. Really enjoyed it, thanks!”
An Area Business Manager in Yorkshire: “Great refresher for any manager, thanks.”
To book your place at one of our open sessions visit our EventBrite page by clicking here. This session can also be facilitated at your worklplace. For more information contact Caroline@oneworkforce.co.uk