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Performance Management is both a formal and informal process.
Regular communication with your team is a process of performance management.
Performance Management can increase employee retention.
A training plan addresses ‘knowledge gaps’ for employees, and documents solutions to develop these ‘knowledge gaps.’
Probation management is the process of integrating a new employee into their role and the organisation.
Probation management of new employees starts after one month.
Probation management is only for a select number of employees.
Regular probation meetings with employees are recommended.
Onboarding or Induction is not needed.
Continuous feedback is crucial for a successful probationary period.
The probation period can only be extended for a period of up to 3 months.
Performance Management meetings are generally a formal process where you meet with an employee.
Positive language provides for a good performance management meeting.
Performance meetings are used to provide feedback on performance and behaviour.
Paper trails are not best practice.
Feedback is a 2-way process.
Praise should be given in public and can be a great motivator for employees.
Never give negative feedback.
The Situation, Behaviours, Impact Model is a feedback tool.
The ‘Sandwich Feedback’ model is a layered approach to giving feedback.
Performance Management is a continuous process of providing feedback to employees.