Less performance review forms, more conversation

Our performance management programmes develop people, reward them equitably, and drive organisational results.

Performance management includes many different aspects, such as what people achieve (e.g., productivity, quality, accuracy, etc) as well as how they get to end results (e.g., commitment, communication, collaboration etc). Regular progress discussions that incorporate coaching and information allow employees to take ownership of their contribution and development.

If employees are not meeting expectations, honest feedback and well-designed improvement plans put in place quickly are more likely to remedy the situation.