Friday, 01 June 2018 14:05

Performance Management

Recruiting good quality staff remains one of the major issues faced by many businesses in the current economic climate. The situation has potential to worsen as the effects of GDPR come to bear on recruitment companies. Holding onto job seekers CVs for extended periods or keeping a record of previously placed candidates will be increasingly difficult to justify under the new regulations. Even under the consent basis for processing data, it’s probable that a time limit will have to be applied.

A knock-on effect of a smaller talent pool is likely to be that employers will be driven to maximise the productivity of their existing staff. Any underperformers will have to be strictly managed in order to maintain overall productivity and sustain the morale of the workforce as a whole. Our top tips for performance managing your staff are below.

Implementing them will enable you to retain and reward your good workers whilst safely exit the underachievers.

  • Clear Job Descriptions: Employees need and respond to knowing exactly what is expected of them. Ambiguity or vagueness will enable staff to float between tasks, never really achieving anything. Clear and defined job roles will give them a sense of purpose and a structure against which they can be held accountable to. When defining a job description, fundamental key roles and responsibilities are a must.

  • SMART Objectives and Targets: The acronym SMART which stands for Specific, Measurable, Achievable, Relevant and Time-bound should be exercised against just about every task or target you set for your staff. Without it employees can’t be held to account. Increase sales! By how much? Paint that wall! By when? Improve customer Service! Compared to what? Appropriate objectives and targets should be the cornerstone of your performance management strategy.

  • Regular Reviews: Performance must be regularly reviewed to measure employees’ outcomes against their targets and objectives. Overachievers might need a reward such as praise to keep them motivated or higher targets to keep them challenged, thereby aiding staff retention. Underperformers might need to be offered training or support, or other action. Reviews don’t have to be onerous. Five minutes might be enough. Make sure though that they are regular and appropriately frequent and use them to set new objectives.

  • Consequences: If someone isn’t meeting expectations there needs to be consequences or you and your team will just continue to carry them. This will lead to disgruntled good workers whose own performance will reduce to match that of the poor performers; or they will simply leave. A disciplinary route might be appropriate which could ultimately end in dismissal. Use the above tips to keep it a fair process and to prove you acted appropriately in case of a Tribunal claim.

If you need further help and advice with performance management talk to us by calling 01452 331331 or e-mail This email address is being protected from spambots. You need JavaScript enabled to view it. or through our contact page


Read 937 times Last modified on Wednesday, 13 June 2018 08:57


HR Champions provide first class HR and Employment Law support and advice to UK businesses; operationally and strategically. If you're an employer you'll potentially need some, if not all, of the services we offer.

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