Human Resources

Regular and honest staff appraisals are one of the best investments you can make in your businesss

Making sure that your employees are performing at their best is a step to bring the best in your industry

Why Are Performance Appraisals so Important

By staying on top of how well your employees are working you’ll be staying on top of the performance of your business as a whole.

You want to be the best in your industry and stay competitive. The best way to do this is to
make sure all your employees are performing at their best and being quick to address times or situations where people aren’t doing well.

As with every area of life, consistency is key to achieving great results. Build regular performance appraisals into the fabric and culture of your business. Make sure you take time to praise employees who are doing well, as this not only creates a healthy and harmonious workplace but gives you a firm platform to address things that need to change.

By performing regular performance appraisals you are more likely to pick up problems such as employee dissatisfaction or personal problems that may affect their work before they become a serious issue. Keeping accurate records of performance reviews can also help you defend yourself in the future if problems escalate.

What Should You Do If You Find An Employee Is Performing Badly

If you’re noticing an employee falling below standard it’s important to address it early.

Poor performance from employees can have a negative effect on business, whether its unhappy clients, increased staff turnover or decreased productivity. Talk to your employee in a neutral environment, and set out clearly how you expect them to improve, with measurable targets if possible.

Fair Work Australia has identified the following steps as the most useful strategy for dealing with an underperforming employee:

1. Identify the problem
It is important to understand the key drivers of performance or underperformance within the workforce. It is also important to correctly and specifically identify the problem.

2. Assess and analyse the problem
The employer should determine:

  • how serious the problem is
  • how long the problem has existed, and
  • how wide the gap is between what is expected and what is being delivered.

Once the problem has been identified and assessed, the employer should organise a meeting The employer should let the employee know the purpose of the meeting in advance so they can adequately prepare for the meeting. The employee should be allowed to bring a support person of their choice or a union representative to the meeting. Employers working at best practice will inform the employee that they can bring a support person as a matter of process.with the employee to discuss the problem.

3. Top Tips for a successful meeting
It is important that the meeting takes place in private and in an environment that is comfortable and non-threatening, away from distractions and interruptions.

The employer should begin by holding a discussion with the employee to explain the problem in specific terms. From this conversation, the employee should be able to clearly understand:

  • what the problem is
  • why it is a problem
  • how it impacts on the workplace, and
  • why there is a concern.
  • The employer should discuss the outcomes they wish to achieve from the meeting.

The meeting should be an open discussion and the employee should have an opportunity to have their point of view heard and duly considered. The employer should listen to the explanation of why the problem has occurred or to any other comments the employee makes.

As with any meeting of this nature it’s important to keep accurate records, which could be crucial if you ever face a tribunal situation or an unfair dismissal claim.

Process

We Pride Ourselves On Our Professional Approach

personalised help

We will appoint your own, personal point of contact to help and advise you. Not fob you off to the first person that answers the phone at the call centre.

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We provide Corporate Level advise in a way the Small Business owners can understand and relate to.

Plus we have the ability to upscale our services as your business grows and develops.

Locals That Understand

We are Tasmanians, primarily helping Tasmanians.

We understand the local environment and the issues local businesses face.

From Our Principal

HR ADVICE FROM A TRUSTED SOURCE

Other HR companies talk about how they will stand behind and support you. But do they really know what it takes to run a small business?

Do they understand what you have to go through each and every day? We Do!

You see, before seeing the need that small businesses had in this area, I ran a successful small business for over 15 years.

I have been where you are. And with a team boasting similar experience totalling over 100 years, I can promise you we will not stand behind you, we will stand with you shoulder to shoulder, providing the best advice and support at a price the big companies will not match.

Call us today to find out why we are simply better.

Adrian Clark
PRINCIPAL

Get In Touch

Assurance HR Management
+61 1800 577 515
info@assurancehr.com.au

Level 3, 85 Macquarie Street Hobart 7000

P.O. Box 170 Rokeby   TAS   7019