Upskilling leaders to proactively manage performance can reduce the likelihood that issues with performance arise, and in turn fosters good communication and trust, which leads to productivity and engagement. Further, it should performance management be necessary, managers need to appreciate that their decisions and actions can have the potential to create legal risks for your business.
It is imperative that your managers understand the implications of taking, or not taking, certain actions when managing staff in order to foster productivity, trust and reduce legal and other risks.
This training course covers:
- The difference between managing performance and performance management
- How to have “difficult conversations”
- The legal and non-legal risks that can arise during performance management:
- Bullying claims
- Workers compensation claims
- Unfair dismissal and general protections claims
- Poor morale, absenteeism and turnover
- Reputational risks to your employer brand
- How to manage these risks in proactively managing performance
- How to navigate legal risks if performance doesn’t improve
Training Course Duration
2.5 hours
Learning Outcomes
After this training course participants should be able to:
- Explain the difference between managing performance and performance management
- Demonstrate how to have a difficult conversation with an employee
- Identify when performance management is necessary and whether the process should be formal or informal
- Explain the risks that can arise during performance management and how to manage them
- Identify relevant workplace policies and explain their application
Training Delivery
This training course is developed and delivered by leading workplace lawyers.
We use handouts, case studies and allow time for questions and problem solving to ensure participants gain practical knowledge.
