 Integrated Performance Management Strategies
“Several complaints were received from staff that Mr Jones was becoming lazy and was making an unusual amount of errors. It was causing disruption in the work team. Mr Jones was told staff were complaining about him and was asked what was going on. He informed his supervisor his wife had recently been diagnosed with cancer.”
In an ideal world, personal problems would not interfere with employees’ workplace performance. Many are reluctant to ask for help or admit they are not performing.
Performance problems are best managed with supervisors providing direct feedback and clearly outlining consequences if such problems continue. In particularly challenging circumstances, employees benefit from professional support to facilitate improved performance.
APM's psychologists provide support to employees as part of an integrated performance management process. APM can provide counselling interventions to assist the employee to change their behaviours. This service is of great value to organisations when a formalised, structured approach to workplace performance is required. For example:
“Mr Williams had been experiencing personality conflict with a co-worker for many years. He was referred to APM following an aggressive outburst towards his colleague that resulted in a formal complaint. Mr Williams was assisted to gain a better understanding of what triggered his outburs, and accept responsibility for managing his frustrations in an appropriate and effective manner.”
Webpoll: Main cause of underperformaing staff:
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Inadequate performance management practices 52%
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Poor recruitment practices 9%
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Reluctance to redesign under-performaing roles 5%
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Poor leadership from the top 32%
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None of the above 2%
(Source: HRMonthly May 2005)
For more information on the extensive range of people management solutions offered by APM, contact your local APM office on 1300 668 380.
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