How does your company manage low performers after each review cycle? Do you wait for the business to bring the low performer to you as an HRBP or Employee Relations Partner? or do you collect the ratings after review and pull in the business to address?
HEAD OF HR, Self-employed
HR will track the assessment and set meetings to follow up with the manage to support the actions for the low performer. There are 3 paths: performance improvement plan; transition to new role; or exit from the business. The manager is accountable for the actions and HRBP supports/coaches.VP Talent, Learning & Organisational Development in Manufacturing, 10,001+ employees
It can never wait until 'that' time of the year. The manager has to manage performance throughout the year and has to ask HR for help when it comes to a personal improvement plan or specific support. Providing constructive feedback to the employee is key, not only when it comes to the actual rating but in case a manager sees a derailer; one never knows what has been happening in someone's private life that performance is lower than expected. HR is there to support, the manager and employee are responsible to find a solution; this can be working on a joint PIP but also moving the employee to another department, the last resort is an exit but then you need to have a lot of facts and data and show that as a manager you really did what you could to prevent this. Content you might like
CHRO, Self-employed
I liked EPIC change by Dr. Tim Clark. There is a book and he facilitated upskilling in it.HR Manager in Banking, 10,001+ employees
Hmmm - what is a change reaction workshop?
hi Tamara, thanks for sharing your insights. We also have continuous feedback approach, however keen to know about the data points that are presented on the manager effectiveness dashboard.