Course Content
Allocating work
1.1 Consult relevant groups and individuals on work to be allocated and resources available 1.2 Develop work plans and allocate work according to organisational requirements and operational plans 1.3 Develop and confirm performance standards and key performance indicators with relevant staff 1.4 Conduct risk analysis according to organisational risk management plan and legal requirements
Assess performance & provide feedback
2.1 Review performance management and processes according to legislation, organisational objectives and policies 2.2 Train participants in the performance management and review process 2.3 Conduct performance management according to organisational policies procedures and relevant timelines 2.4 Monitor and evaluate performance according to performance standards and key performance indicators 3.1 Provide informal feedback and coaching to staff 3.2 Advise relevant personnel, where performance is poor and take necessary actions 3.3 Document feedback according to the organisational performance management system 3.4 Conduct formal structured feedback sessions as necessary and according to organisational policy
Manage performance follow up
4.1 Develop performance improvement and development plans according to organisational policies 4.2 Monitor underperforming individuals according to organisational policies 4.3 Respond to underperforming individuals, as required 4.4 Reinforce excellence in performance through recognition and continuous feedback
BSBLDR522 Manage people performance
About Lesson

Providing Effective Feedback and Coaching


Step 1: Offer Informal Feedback and Coaching

  • Begin by providing regular, informal feedback to your staff. Use these opportunities to offer constructive advice and coaching tailored to individual needs. Keep the tone positive and focused on growth and improvement. Incorporate specific examples to illustrate your points and ensure clarity.


Step 2: Address Poor Performance

  • When faced with poor performance, promptly and discreetly advise the relevant personnel. Discuss the issues privately, focusing on behaviors and outcomes rather than personal attributes. Collaboratively explore solutions and necessary actions to address the performance gaps.


Step 3: Document Feedback

  • Consistently document all feedback provided, following your organisation’s performance management system guidelines. This documentation should include the date, key points discussed, agreed-upon actions, and any follow-up plans. This record ensures transparency and accountability for both you and your staff.


Step 4: Conduct Formal Feedback Sessions

  • When necessary, arrange formal structured feedback sessions, especially for more significant issues or as part of regular performance reviews. Prepare for these sessions in advance by reviewing performance data, setting clear objectives for the meeting, and ensuring you adhere to organisational policies and procedures. These sessions should provide a comprehensive overview of performance, celebrate achievements, address areas for improvement, and set clear goals for future performance.