Essential guide to managing your team’s performance

Whether your team still works from home, returned to the workplace or you have adopted a hybrid working culture, this guide from our HR consultants will provide you with tips on how to get the best out of your team, to keep them happy and motivated, and how to manage poor performers.

Hybrid working

Read this blog from our HR consultants that covers Top 5 tips on hybrid working.  You will learn about what your policy needs to communicate, how to manage your team and improve productivity.

Rethinking how you manage performance

Use technology, much of it we have already embraced such as Teams or Zoom.  These are great tools to keeping in contact and creating ways on having check in calls and collaborating with team members.

Think about what outputs are being measured.  Your organisation should have clearly communicated goals it wants to achieve and then department objectives that feed into the organisation goal.  Individual team members should know the KPI’s they are being measured against and how they contribute to the department objective and organisation goals.

New starter processes

Whether you are growing your team or replacing individuals who have moved on, you need to bring on-board new starters quickly so that they are contributing to the success of your company quickly.

Don’t underestimate what the recruitment and on-boarding process does to build up an image of the company culture for new joiners.  It will set the scene and set a benchmark on how they believe they should perform.

Utilising technology

Other than Teams and Zoom, other technology can be utilised to bridge any gaps in communication. Invest in a HR system where employees can book holiday, monitor their absences, view staff handbook, view their employment documentation, can find record of one to ones and revisit what their objectives are.

A leading favourite of our HR consultancy is Breathe HR as it does all of the above.

Handling underperformers

Unfortunately, there will be times when you have to manage under performance.  Knowing how to tackle this is important so that the individual doesn’t feel they are being singled out.  

Having clear objectives, targets or KPI’s which are regularly monitored help to provide indication to the team member where they are falling below expectations. Ask them what support they need and provide additional coaching if needed. Keep a record on a HR system of the one to one’s as they are going to become evidence if you have to proceed along a formal capability or disciplinary procedure for under performance.

Dismissal on the grounds of capability

If someone doesn’t have the capability to do the job because of skills, despite the additional coaching and training provided, you may have to dismiss on the grounds of capability.

Have a policy that explains the process a Company will follow in this case.  Also get advice from a HR provider.

HR Consultants at Lunar HR

If you’re ever unsure of where you stand when it comes to tackling a problem employee, always seek professional advice and guidance first. And as ever, we can help with effective human resource management and advice for businesses. Just give us a call or drop us an email to arrange a conversation.