Understanding Performance Improvement vs. Managing Behaviour

Performance improvement: enhance skills and productivity

Performance improvement is all about helping your employees grow and excel in their roles. It’s a proactive approach focused on enhancing skills, boosting productivity and achieving better results.

Here are some key points to consider:

1. Identify areas for improvement
   • Start by assessing your employees’ current performance.
   • Look for areas where they can improve, whether it’s technical skills, time management, or communication.
   • Use performance reviews, feedback sessions and self-assessments to gather insights.
2. Set clear goals
   • Once you’ve identified areas for improvement, set clear, achievable goals.
   • Make sure these goals are specific, measurable, attainable, relevant and time-bound (SMART).
   • For example, if an employee needs to improve their sales skills, set a target for the number of new clients they should acquire within a specific period.
3. Provide the necessary support and resources
   • Equip your employees with the necessary tools and resources to achieve their goals.
   • This could include on-the-job learning, training programs, workshops or access to online courses.
   • Encourage a culture of continuous learning and development.
4. Regular check-ins and feedback
   • Schedule regular check-ins to monitor progress, identify any roadblocks to their progress and provide constructive feedback.
   • Celebrate small wins and offer guidance on overcoming challenges.
   • Create an open environment where employees feel comfortable discussing their progress and seeking help.
5. Recognise and reward improvement
   • Acknowledge and reward employees who show significant improvement.
   • This could be through gift cards, a bonuse, promotion / additional responsibility or public recognition (try to ensure the recognition is valued by the employee – e.g. it’s no point giving a Dan Murphy’s gift card to a non-drinker).
   • Positive reinforcement can motivate others to strive for better performance.

Managing behaviour: address issues and maintain standards

On the other hand, managing behaviour (or disciplinary action) focuses on addressing issues that disrupt the workplace environment or violate company policies – e.g. it might be as simple as not arriving ready to start work on time, or excessive use of personal mobile phones.

It’s more about maintaining standards and ensuring a respectful, productive workplace.

Here’s are ways in which you could approach it:

1. 1. Identify problematic behaviour
      • Be vigilant about identifying behaviours that negatively impact the team or the business – tardiness, unprofessional conduct or harassment.
      • Treat all employees equally and consistently in managing any such behaviours.
      • Encourage employees to raise any concerns.
   2. Document incidents
      • Keep detailed records of any incidents, including dates, times, and descriptions of the behaviour.
      • This documentation is crucial for addressing the issue formally.
      • Ensure confidentiality and handle sensitive information with care.
   3. Communicate expectations
      • Clearly communicate your company’s policies and expectations regarding behaviour.
      • Make sure all employees understand the consequences of violating these standards.
      • Provide a handbook or conduct training sessions to reinforce these expectations.
   4. Conduct disciplinary action meeting:
      • When addressing behavioural issues, follow a structured disciplinary process.
      • This might include verbal warnings, written warnings, suspension or dismissal, depending on the severity of the behaviour.
      • Ensure disciplinary actions are fair, consistent, and in line with company policies and legal requirements.
   5. Offer support and an opportunity to improve
      • In some cases, employees may need support to improve their behaviour.
      • Offer resources such as counselling, mediation or conflict resolution programs.
      • Show empathy and provide opportunities for employees to rectify their behaviour and reintegrate into the team.
   6. Maintain a positive work environment
      • Foster a positive work culture where respect, collaboration, and professionalism are valued.
      • Lead by example and promote open communication.
      • Address issues promptly to prevent them from escalating and affecting team morale.