What Is Performance Management?
Performance management is the structured process employers use to:
- Set expectations
- Review performance
- Identify support needs
- Provide feedback
- Address capability concerns
It should be fair, transparent, and focused on improvement, not punishment.
Your Rights in a Performance Management Process
1. Clear Expectations and Objectives
Your employer must give you:
- Clear job responsibilities
- Measurable performance targets
- Realistic deadlines
- Access to relevant policies
2. Proper Training and Support
Before raising concerns, employers must ensure you have:
- Adequate training
- Reasonable workload
- Necessary tools and resources
- Clear guidance
3. A Fair and Evidence Based Process
Performance concerns must be based on:
- Facts
- Data
- Examples
- Documented issues
Not assumptions, personal dislike, or inconsistent standards.
4. Reasonable Time to Improve
You must be given:
- A structured improvement plan
- Regular review meetings
- Time to demonstrate progress
5. The Right to Challenge Unfair Assessments
You can challenge:
- Inaccurate feedback
- Unreasonable targets
- Biased reviews
- Lack of support
What Employers Must Do in a Fair Performance Process
1. Setting SMART Objectives
Targets must be:
- Specific
- Measurable
- Achievable
- Relevant
- Time bound
2. Regular Check Ins
Your manager should meet with you to:
- Review progress
- Offer support
- Adjust targets if needed
3. Providing Training and Resources
This may include:
- Coaching
- Mentoring
- Additional training
- Reduced workload
- Updated tools or systems
4. Documenting Everything
Employers should keep:
- Notes of meetings
- Copies of objectives
- Evidence of concerns
- Records of support offered
5. Avoiding Discrimination
Performance management must not be influenced by:
- Disability
- Pregnancy
- Age
- Race
- Sex
- Religion
- Any protected characteristic
Performance Improvement Plans (PIPs)
A Performance Improvement Plan (PIP) is a formal document outlining:
- Areas of concern
- Targets for improvement
- Support to be provided
- Timescales
- Review dates
Signs a Performance Process May Be Unfair
- Targets are unrealistic or constantly changing
- You're compared unfairly to others
- You're denied training or support
- Your manager is hostile or biased
- Issues appear suddenly with no prior feedback
- You're being managed out of the business
- You're being punished for raising concerns or a grievance
How to Protect Yourself During Performance Management
- Request written objectives
- Ask for evidence of concerns
- Keep your own notes
- Request training or support
- Follow up meetings in writing
- Challenge inaccuracies immediately
- Stay factual and professional
- Ask for reasonable adjustments if needed