Slides from a webinar which took place on 20 September 2018, presented by Maria Aguilar and Annabelle Cary from the HR Services Partnership.

1. GETTING THE BEST
FROM YOUR STAFF
20 SEPTEMBER 2018
Maria Aguilar FCIPD - Director
Annabelle Carey MCIPD – Managing Consultant
The HR Services Partnership

2. WHAT WE’LL COVER TODAY…
• Managing people in
today’s context
• Setting standards and
expectations
• Addressing unsatisfactory
performance

3. “Employees join a company but
leave a manager”

4. THE ROLE OF MANAGER
GETTING THE BALANCE RIGHT…
TM John Adair

5. • Competence
• Commitment &
motivation
DEFINING HIGH PERFORMANCE…
I can do
the job
I want to
do the
job

6. SETTING EXPECTATIONS
And also…
• Advert
• Job descriptions &
person specifications
• Contract and policies
• Manager as role model
• Organisational culture
• Competency framework
Recruitment Induction
Probationary
Period
Regular
Supervision
Timely
Management
Interventions
Annual Review
Personal
Objectives and
Development
Plan

7. UNDERSTANDING OUR TEAM

8. THE FOUR INSIGHTS COLOUR ENERGIES
Let’s do
it right
Let’s do it
in a caring
way
Let’s do
it now
Let’s do it
together
Bold
Efficient
Focused
Fast paced
Action-oriented
Interactive
Optimistic
Sociable
Dynamic
Friendly
Considerate
Supportive
Reliable
Trusting
Valuing
Factual
Diligent
Objective
Structured
Consistent
© Andrew Lothian, Insights, Dundee, Scotland, 2006. All rights reserved. INSIGHTS, INSIGHTS DISCOVERY and INSIGHTS WHEEL are registered Trade Marks.
© The Insights Group Ltd, 2016. All rights reserved.

9. INSIGHTS IN PRACTICE…

10. EFFECTIVE 1TO1 MEETINGS
Update on
development
plan
Progress on
objectives
Work
priorities
2-way
feedback
Recent
achievements
Agreed actions
 Regular dialogue
 Embedding the performance
management system
 Trust and rapport

11. TAILORING YOUR APPROACH TO FEEDBACK

12. Dismissal
Formal
process
Informal
processInformal chat
Meeting with notes
Formal procedure
Formal
Warning(s)
MANAGING THE PROCESS

13. MISCONDUCT OR CAPABILITY?
DEFINING THE ISSUE
Unsatisfactory
performance
procedure
OR
Conduct
(won’t)
Disciplinary
Procedure
Incapability
(can’t)
Consider most
appropriate
action

14. IN SUMMARY…
 Set clear standards and expectations
 Undertake a comprehensive onboarding process
 Make time for regular effective 1 to 1 meetings
 Get to know your staff
 Coach and develop – tailor to their needs
 Practise constructive feedback – 2-way
 Carefully define causes of issues
 Act promptly but reasonably
 Train your managers

15. FOR FURTHER INFORMATION…
Maria Aguilar
maria@hrservicespartnership.co.uk
Annabelle Carey
annabelle@hrservicespartnership.co.uk
01403 240 205
www.hrservicespartnership.co.uk
@HR_Services1

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