NO Auto Pilot with Performance Management

NO Auto Pilot with Performance Management

There is NO Auto Pilot when it comes to Performance Management

Performance management involves the creation of an open and interactive work environment which supports the growth and development of employees, to achieve individual and organisational objectives. 

As a HR Manager I have found over the years that organisations and line mangers start the performance management cycle off with good intentions. But as we all know, things can and do go off track, and dealing with performance issues can be tricky for all involved at the best of times.

So when an individual’s performance does start to go off track, and the going does get tough, it requires you to can call on and use your best

communication and problem solving skills to handle it.

At times, because of our work pressures, it easier to just put the whole process on Auto Pilot and hope that it all works out. Engaging the Auto Pilot is not done as a deliberate action, but comes about as a result of the commitments and pressures we have to deliver within our own roles each day.

To date I have not seen a Performance Management process that has been fitted with an Auto Pilot, so that really leaves that process of helping others to get back on track up to you, and your skills to manage individual performance outcomes, in a positive way.

The Australian Public Service Commission on Performance Management (2012) Stated:

“A key element of organisational capability is having the right people with the right skills to deliver the policy work, regulation, policy implementation activity or services required of an agency. Agency systems, processes, governance and culture and how these interact are also critical to performance.

It also states that performance management process within the Public Service sector should take account of the contribution an individual employee makes to achieving team objectives, the quality of organisational systems that shape workplace performance, and how these interact to produce an organisational outcome.

Performance management was described as an ‘essential tool’ that ‘provides a means to improve organisational performance by linking and aligning individual, team and organisational objectives and results’.

Performance management is an ongoing communication process that should be carried between the line manager and the employees throughout the year. The process is very much cyclical and continuous in nature. A performance management system includes the following actions.

• Developing clear job descriptions and employee performance plans which includes the key result areas (KRA’) and performance indicators.

• Negotiating requirements and performance standards for measuring the outcome and overall productivity against the predefined benchmarks.

• Providing continuous coaching and feedback during the period of delivery of performance. (No Auto Pilot)

• Identifying the training and development needs by measuring the outcomes achieved against the set standards and implementing effective development programs for improvement.

• Holding quarterly performance development discussions and evaluating employee performance on the basis of performance plans.

• Having an effective compensation and reward systems for recognizing those employees who excel in their jobs by achieving the set standards in accordance with the performance plans or rather exceed the performance benchmarks.

• Providing promotional/career development support and guidance to the employees.

• Steps for managing under performance. Personal Improvement Programs (PIP)

In this Blog Post, I have stated performance management involves the creation of an open and interactive work environment which supports the growth and development of employees, to achieve individual and organisational, and that from a line management point of operation there is No Auto Pilot.

I engage you the think about the way performance management is conducted in your organisation. Is it on Auto Pilot most of the time, are under performance issues address through PIPs, are you really delivering the required the activities or services of your agency?

Support Material:

Australian Public Service Commission, Performance Management, Commonwealth of Australia, Canberra, (2010). “Ahead of the Game: Blueprint for the Reform of Australian Government Administration”


Colin Haldane

Lingford Consulting – The Personal Productivity Specialists

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