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
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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
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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
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BSBLDR522 Manage people performance
About Lesson

To round off your journey through this unit on a high note, let’s now look at how you can reinforce excellence in performance through recognition and continuous feedback.

Recognition:

  • Specificity: Acknowledge and celebrate specific achievements and contributions. This personalises the recognition and shows employees exactly what they’re doing well.
  • Timeliness: Deliver recognition promptly after the achievement occurs. The closer the recognition is to the action, the stronger the connection between effort and reward.
  • Variety of Recognition Methods: Utilise a variety of recognition methods to cater to different preferences. This could include:
    • Public recognition: Announcing achievements in team meetings, company newsletters, or on social media (with employee consent).
    • Private recognition: A personalised thank you note, email, or one-on-one meeting expressing appreciation.
    • Tangible rewards: Awards, gift cards, or additional paid time off (depending on your organisation’s policies).
    • Experiences: Tickets to events, team lunches, or opportunities to participate in special projects.

 

Continuous Feedback:

  • Focus on Development: Frame feedback as a tool for development, not just criticism. Highlight strengths while offering constructive suggestions for improvement.
  • Frequency: Provide feedback regularly, not just during annual reviews. This allows for course correction and continuous improvement throughout the year.
  • Two-Way Communication: Encourage two-way communication by making feedback sessions interactive. Allow employees to ask questions and share their perspectives.
  • Focus on Behavior, Not Personality: Focus your feedback on specific behaviors and actions rather than personal attacks. This keeps the conversation objective and actionable.

 

Combining Recognition and Feedback:

  • Feedback Sandwich: When delivering constructive feedback, use the “feedback sandwich” approach. Start with positive reinforcement, mention the area for improvement, and conclude by reaffirming the employee’s strengths and potential.
  • Recognition After Improvement: Recognise employees who demonstrate improvement based on feedback received. This reinforces the positive impact of feedback and encourages continued development.
  • Coaching & Mentoring: Offer ongoing coaching and mentoring to high performers. This provides them with the support and guidance needed to further hone their skills and reach their full potential.

 

Additional Tips:

  • Create a Culture of Recognition: Encourage peer-to-peer recognition programs to foster a supportive environment where colleagues acknowledge each other’s contributions.
  • Align with Company Values: Ensure recognition programs align with your organisation’s core values. This reinforces the desired behaviors and contributes to a strong company culture.
  • Solicit Feedback on Programs: Regularly solicit feedback from employees on your recognition and feedback programs. This helps you ensure they are effective and cater to your workforce’s needs.

 

By implementing a combination of well-timed, specific recognition and continuous, constructive feedback, you can create a culture of excellence where employees feel valued, motivated, and empowered to reach their full potential.