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The ethics of performance management

Wednesday 14 April, 2021
by Anonymous

Three months ago a member of your small team experienced personal tragedy and their performance has suffered as a result.

As their manager both you and the organisation have done everything to support them, but their performance has not improved and it’s starting to impact the team.  

What would you do?

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There are 2 comments for The ethics of performance management.

Re: The ethics of performance management

Thursday 15 April, 2021
by Ann
I suppose this is about having a difficult conversation. Probably the right thing to do is to offer maybe re-skilling this person to do something they feel they could but if they are affecting the team negatively and it's been months, they need to leave. Maybe being at work is contributing to them not being able to recover? Can you offer to keep their job open for them, like a mat leave situation?Just how responsible is work for someone's wellbeing?

Re: The ethics of performance management

Thursday 15 April, 2021
by Ian S
Doing nothing is not the answer. This is a situation that resonates very closely with me. I would call in the team and without divulging any of the confidential discussion I had with the staff member, would ask the team if there was anything they could recommend doing to assist. I would then, in a suitable environment offsite, find out from the affected person how they were feeling, talk to them and find out if there was anything I could do to help them in the many dilemmas and emotions they were facing. This would need a very gentle approach. I would ask them if they were aware of their immediate performance shortcomings and ask if there would be anything I or the team could do to help. Then, assuming the team has rallied around suggest some of the solutions the team had offered.

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