According to Acas (Advisory, Conciliation and Arbitration Service), one in ten employers believe their performance management processes were demotivating their employees.

When an employee receives praise, feedback and constructive criticism, they are likely to be more motivated about their work. 

This is especially the case when they feel that their managers are helping them in the pursuit of their individual objectives and taking active steps to support their training and career progression goals.

However, when handled incorrectly, it can negatively affect employees’ engagement and motivation. 

HR advice for employers
0 %
of employers believe the performance management process is demotivating

What are the key ingredients to successful performance management?

The role of an Employment Law Consultant will vary from company to company, but their main responsibility is to act as an Employment Law specialist. They will support you with advice and guidance in the form of a legal helpline and may even be able to help you with practical tasks such as document drafting and reviewing and updating your contracts and handbooks. 

Their aim is to help you comply with the law and best practice and ultimately save you time and money by preventing smaller issues from escalating into bigger, costlier problems.

Employment Law Consultants can assist with all your day-to-day employee relations challenges, whether you are having difficulty managing numerous and complex grievances, having to confront employee misconduct, or trying to deal with underperforming employees.

In addition to these immediate employee challenges, an Employment Law Consultant can also help you to manage organisational change, for example by helping you to amend employees’ terms and conditions of employment, conduct a redundancy exercise, or execute a restructure.

Successful Performance Management

The role of an Employment Law Consultant will vary from company to company, but their main responsibility is to act as an Employment Law specialist. They will support you with advice and guidance in the form of a legal helpline and may even be able to help you with practical tasks such as document drafting and reviewing and updating your contracts and handbooks. 

Their aim is to help you comply with the law and best practice and ultimately save you time and money by preventing smaller issues from escalating into bigger, costlier problems.

Employment Law Consultants can assist with all your day-to-day employee relations challenges, whether you are having difficulty managing numerous and complex grievances, having to confront employee misconduct, or trying to deal with underperforming employees.

In addition to these immediate employee challenges, an Employment Law Consultant can also help you to manage organisational change, for example by helping you to amend employees’ terms and conditions of employment, conduct a redundancy exercise, or execute a restructure.

Leadership & Management

Equip your newly promoted managers to tackle performance issues with our leadership & management course. The course will look at effective communication, managing performance, discipline and grievance and much more.

Performance Management Appraisal

Handling the performance of disabled employees

Acas’ research also uncovers that only one in four employers have adjusted their performance management process to take in account the requirements of those with disabilities and special needs and conditions such as autism and dyslexia.

Acas advise three tips for employers:

  • Avoid surprises – address performance issues as they arise rather than leave it to the end of year performance meeting;
  • Avoid favouritism – use objective criteria to measure performance; and
  • Avoid discrimination – if an employee has a disability and they are disadvantaged by performance measures, the employer needs to make reasonable adjustments.

Under the Equality Act 2010, employers must make “reasonable adjustments” to make sure disabled workers are not seriously disadvantaged when fulfilling their role. For example, if they are struggling to get all their tasks completed because of or for a reason connected to their disability, you can look at their workload and make a reasonable adjustment.

To discuss performance management, especially for those who may suffer from a disability, we would strongly urge to contact your Employment Law Adviser before taking any action.

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Call us on 0345 226 8393.

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We combine the service quality of a law firm with the certainty of fixed-fee services to provide expert, solutions-focused Employment LawHR and Health & Safety support tailored to employers.

Call us on 0345 226 8393.

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