As part of the performance management process, managers have regular performance conversations with employees.
1. What is the performance practice cycle?
The performance practice cycle represents the continuous process of managing employee performance, and is based on the assumption that:
- Well-designed recruitment and selection processes find the best candidate for a role.
- When a new employee commences employment, a manager sets and makes an employee aware of the performance and conduct expectations of the role.
- A manager pro-actively manages an employee to achieve the performance and conduct expectations of the role.
- If performance and conduct expectations of a role are not being met, a manager takes prompt and appropriate action to address the matter.
See the key stages of the cycle below that detail the main objectives for each review period.
2. Recruit and select (1 to 3 months)
- Design the process to get the best match between role (performance) and person (conduct)
- Attract and recruit employees
3. Onboard and induction (3 to 6 months – mid-point review)
- Onboard and induction
- Manage the probation process
- Define performance expectations
- Complete performance and development agreement
- Regular performance conversations
4. Review performance and development agreement (12 months – final review)
- Re-confirm performance expectations
- Discuss employee development
- Acknowledge and reward high performance
- Regular performance conversations
