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ADDRESSING YOUR TOP
PEOPLE CHALLENGES
WHAT PEOPLE CHALLENGES HAVE
YOU FACED IN YOUR BUSINESS?
PERFORMANCE MANAGEMENT CONVERSATION
KEY STEPS TO FOLLOW
• Clearly identify the problem
• Organise a meeting with the emplo...
FINAL CONVERSATION BEFORE TERMINATION
KEY STEPS TO FOLLOW
• Set up a meeting and make it clear that it is the final perfor...
REDUNDANCY CONVERSATION
KEY STEPS TO FOLLOW
• Redundancy happens when you don’t need an employee’s job to be done anymore
...
ENCOURAGING SOMEONE TO LEAVE
KEY STEPS TO FOLLOW
• Identify what is making the employee unhappy or negatively impacting th...
KEY RESOURCES
Fair Work Ombudsman
https://www.fairwork.gov.au
Fair Work Commission
https://www.fwc.gov.au
Small Business F...
1. Who is it
2. What is the problem
3. How are you going to deal with it
4. Rehearse
4 STEPS TO ADDRESSING YOUR
NUMBER 1 C...
1. WHO IS IT
2. WHAT’S THE 

PROBLEM WITH THEM?
3. HOW ARE YOU 

GOING TO DEAL WITH IT?
4. REHEARSE THE EXECUTION
Develop a World Class Culture - Addressing your people challenges
Develop a World Class Culture - Addressing your people challenges
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Develop a World Class Culture - Addressing your people challenges

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Addressing your top people challenges

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Develop a World Class Culture - Addressing your people challenges

  1. 1. ADDRESSING YOUR TOP PEOPLE CHALLENGES
  2. 2. WHAT PEOPLE CHALLENGES HAVE YOU FACED IN YOUR BUSINESS?
  3. 3. PERFORMANCE MANAGEMENT CONVERSATION KEY STEPS TO FOLLOW • Clearly identify the problem • Organise a meeting with the employee and explain your concerns in specific terms • Give the employee a genuine opportunity to respond before considering your actions • Jointly devise a solution with the employee to improve performance • Develop a written performance improvement plan with time frames for further review • Schedule another meeting to review performance against the agreed action plan • Document all discussions, including actions to be taken • Monitor the employee's performance and continue to provide feedback
  4. 4. FINAL CONVERSATION BEFORE TERMINATION KEY STEPS TO FOLLOW • Set up a meeting and make it clear that it is the final performance management discussion • Review the performance improvement plan to identify which requirements have not been met • Identify which of the outstanding requirements still need to be met and by which date • Say the words “If you do not achieve this, your employment will be terminated” • Set a date for a final review • Document everything
  5. 5. REDUNDANCY CONVERSATION KEY STEPS TO FOLLOW • Redundancy happens when you don’t need an employee’s job to be done anymore • Valid reasons include new technology, slow down in sales or production, business relocation or restructure, or the business closing down • Set up a meeting with the individual to explain the changes and why they are necessary • Explain that their role is not yet redundant but that you are entering into a consultation period (suggest no less than 48 hours) • Say the words “A final decision has not been made yet, but if nothing material changes during the consultation period then your role will be made redundant” • Have the second meeting where you inform the employee of the final redundancy decision • Provide the employee with written documentation outlining their notice period, entitlement benefits and final payout figure
  6. 6. ENCOURAGING SOMEONE TO LEAVE KEY STEPS TO FOLLOW • Identify what is making the employee unhappy or negatively impacting their performance • Think about whether additional training and support will help the situation • Consider whether formal performance management will achieve the desired outcome • Hold a meeting in which you specifically address their underperformance and/or dissatisfaction • Explain what the business needs and how they have to step up. Make this VERY clear • Say that you would like them think about whether they have the passion and commitment to help the business achieve its goals. • Set a follow up meeting for 24 hours later • If the employee is committed to the business then accept that commitment and push on • If they express their desire to resign then work on a fair and equitable exit plan
  7. 7. KEY RESOURCES Fair Work Ombudsman https://www.fairwork.gov.au Fair Work Commission https://www.fwc.gov.au Small Business Fair Dismissal Checklist https://www.fairwork.gov.au/ArticleDocuments/715/Small-Business-Fair-Dismissal- Code-2011.rtf.aspx
  8. 8. 1. Who is it 2. What is the problem 3. How are you going to deal with it 4. Rehearse 4 STEPS TO ADDRESSING YOUR NUMBER 1 CHALLENGE
  9. 9. 1. WHO IS IT
  10. 10. 2. WHAT’S THE 
 PROBLEM WITH THEM?
  11. 11. 3. HOW ARE YOU 
 GOING TO DEAL WITH IT?
  12. 12. 4. REHEARSE THE EXECUTION

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