Performance Management Cycle

How many stages are in the Performance Management Cycle?

1. Planning

2. Monitoring

3. Reviewing

4. Rewards

Planning Stage

Set expectations before work begins

What does the Planning Stage look like?

• C-SMART Goals

• Key Performance Indicators

• Job responsibilities

• Mutual understanding between manager and employee

What does C-SMART stand for?

Challenging

Specific

Measurable

Achievable

Relevant

Time-bound

Monitoring Stage

Tracking progress, continuous feedback, identifying barriers and discussions between the manager and employee

Is Poor performance a valid reason for dismissal?

Yes

What Act guides dismissal for poor performance?

Labour Relations Act

What is the procedure to be followed according to the LRA?

• Provide the employee with suitable evaluation, instruction, training, guidance or counselling;

• Afford the employee a reasonable opportunity to improve his/her performance

If an employee is dismissed because of failing to meet an invalid or unreasonable target, what is that called?

Unfair dismissal

What are the six steps to dismissing someone for Poor performance?

1. Explain the required standard

2. Meet with the employee

3. Identify why performance is poor

4. Provide guidance & training

5. Give reasonable time to improve

6. Only then consider dismissal if performance still doesn’t improve

What does PIP stand for?

Performance Improvement Process

Reviewing Stage

Performance discussion

What are the ethical considerations in reviewing performance?

Managers must maintain confidentiality, avoid discrimination, use fair procedures and allow employees to respond.

360-Degree Feedback

Feedback comes from manager, peers, subordinates, customers(sometimes) and self

Why is a 360-Degree feedback useful?

• Balance opinions (Avoids heavily biased opinions)

• Self-awareness

• Identifies blind spots

• Team accountability

• Fairness

What are the 7 steps to implement 360-Degree feedback?

1. Define goals and scope

2. Select appropriate feedback sources

3. Use validated & anonymous questionnaires

4. Communicate the purpose clearly

5. Ensure confidentiality

6. Deliver feedback with trained facilitators

What makes a Performance Discussion good?

• Factual

• Clear

• Growth-focused

• A two-way conversation

• An opportunity for career discussions

A GOOD Performance discussion is not:

• Vague

• An ambush

• A one-sided lecture

• Personal criticism

• A salary debate

What is a Manager’s role?

• Coach

• Support

• Recognise achievements

• Address challenges

• Ask coaching-style questions

• Develop improvement plans

What is a Performance Rating Scale?

A tool used by managers to score an employee's job work

Name the three Performance Rating Scales

1. Colour-coded rating scales

2. Numerical rating scales

3. Behaviourally Anchored Rating Scales(BARS)

Colour-code rating scales

Assigns specific colours to different levels of performance

Numerical Rating scales

A scale assigns numerical values to subjective experiences

Behaviourally Anchored rating scales

BARS matches a number to a specific action so that grading is fair and based on facts, not opinions

Name the three Feedback models

1. CORE

2. EECA

3. DESC

CORE

Context

Observation

Result

Expected next steps

EECA

Example

Effect

Consequence

Action

DESC

Describe

Express

Specify

Consequences

Rewards Stage

Rewards aim to reinforce desired behaviour, motivate employees, retain talent and promote fairness and a high-performance culture

Name the two types of Rewards

1. Financial

2. Non-Financial

Financial Rewards

• Base salary

• Bonuses

• Incentives(e.g. commission)

• Merit-based pay increases

Non-Financial Rewards

• Recognition

• Career development

• Job enrichment

• Work-life balance initiatives