Blog
Effective Performance Management
- by Donna Rhodes
- •
- 19 Jun, 2021
- •
Effective Performance Management
A good performance management system ensures every individual understands how they are contributing to the goals of the organisation and ultimately the company's performance. Linking each employees performance objectives to their department objectives and in turn overall company objectives is key.
It is important that any performance management system is seen as fair, employees are given the opportunity to contribute fully during the process and feel able to address issues as and when they occur rather than waiting for a review.
It is important managers understand how to set both performance and development objectives with the input of the member of staff, can hold meaningful and productive reviews and use the opportunity to discuss development opportunities.
Employees who understand how they contribute and are recognised for their contribution are more likely to be motivated, engaged and perform better. This will lead to a higher performing organisation.
Using the performance reviews to identify development opportunities for high performing employees helps staff retention and engagement and can feed into succession plans. Conversely recognising poor performance early allows support to be given to individuals in a timely manner and development opportunities to be offered potentially avoiding greater problems in the future.
A good performance management system ensures every individual understands how they are contributing to the goals of the organisation and ultimately the company's performance. Linking each employees performance objectives to their department objectives and in turn overall company objectives is key.
It is important that any performance management system is seen as fair, employees are given the opportunity to contribute fully during the process and feel able to address issues as and when they occur rather than waiting for a review.
It is important managers understand how to set both performance and development objectives with the input of the member of staff, can hold meaningful and productive reviews and use the opportunity to discuss development opportunities.
Employees who understand how they contribute and are recognised for their contribution are more likely to be motivated, engaged and perform better. This will lead to a higher performing organisation.
Using the performance reviews to identify development opportunities for high performing employees helps staff retention and engagement and can feed into succession plans. Conversely recognising poor performance early allows support to be given to individuals in a timely manner and development opportunities to be offered potentially avoiding greater problems in the future.
A Guide To Parental Bereavement Leave
In April 2020 a new law was passed by government to provide an entitlement to parental bereavement leave.
Parental bereavement leave provides time off to deal with the death of a child under the age of 18 or are stillborn after 24 weeks' of pregnancy.
Employees are eligible to 2 weeks statutory parental bereavement leave. The leave can be taken in one block of two weeks or two separate weeks. The leave must be taken within a 56 weeks of the child's death.
Employees who are eligible include biological parents, adoptive parents if the child was living with them, an intended parent due to become the legal parent through surrogacy, a person who lived with the child and had responsibility for them for at least 4 weeks before they died or a partner of the child's parent if they lived with the child and the child's parent in an enduring family relationship.
The entitlement to unpaid parental bereavement leave for employees is a day one right. To qualify for two weeks paid parental bereavement leave an employee must have been in continuous employment for 26 weeks with their employer.
Anyone classed as a worker will not be entitled to statutory parental bereavement leave but they might be entitled to two weeks statutory parental bereavement pay.
There are certain criteria both employees and workers need to meet to be entitled to two weeks' statutory parental bereavement pay.
In April 2020 a new law was passed by government to provide an entitlement to parental bereavement leave.
Parental bereavement leave provides time off to deal with the death of a child under the age of 18 or are stillborn after 24 weeks' of pregnancy.
Employees are eligible to 2 weeks statutory parental bereavement leave. The leave can be taken in one block of two weeks or two separate weeks. The leave must be taken within a 56 weeks of the child's death.
Employees who are eligible include biological parents, adoptive parents if the child was living with them, an intended parent due to become the legal parent through surrogacy, a person who lived with the child and had responsibility for them for at least 4 weeks before they died or a partner of the child's parent if they lived with the child and the child's parent in an enduring family relationship.
The entitlement to unpaid parental bereavement leave for employees is a day one right. To qualify for two weeks paid parental bereavement leave an employee must have been in continuous employment for 26 weeks with their employer.
Anyone classed as a worker will not be entitled to statutory parental bereavement leave but they might be entitled to two weeks statutory parental bereavement pay.
There are certain criteria both employees and workers need to meet to be entitled to two weeks' statutory parental bereavement pay.
