Course Content
Establishing effective workplace relationship processes
1.1 Identify required processes for workplace collaboration according to organisational policies and procedures 1.2 Develop consultation processes for employees to contribute to issues related to their work role 1.3 Develop processes for conflict management 1.4 Develop processes for escalated issues or refer to relevant personnel
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
BSBLDR523 Lead and manage effective workplace relationships
About Lesson

Preparation (Before the Review Period):

  1. Review Organisational Policies & Procedures: Familiarise yourself with your organisation’s performance management policies and procedures. These documents outline specific steps, timelines, and performance evaluation criteria.
  2. Goal Setting Meeting: Schedule a meeting with each team member early in the review period. During this meeting, collaboratively set SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) aligned with individual roles, departmental objectives, and the organisation’s overall strategy. Document these agreed-upon goals for future reference.
  3. Mid-Cycle Check-In (Optional): Consider scheduling a mid-cycle check-in meeting to discuss progress towards goals, address any roadblocks, and provide ongoing feedback and support.


Performance Review Meeting (During the Review Period):

  1. Review Goals & Performance: At the scheduled review meeting, discuss progress made on previously agreed-upon goals. Utilise data, examples, and specific observations to provide constructive feedback on both achievements and areas for improvement.
  2. Employee Self-Appraisal (Optional): Some organisations incorporate employee self-appraisal forms where staff can reflect on their performance and contributions. Review this self-assessment alongside your own observations to gain a more holistic view.
  3. Development Planning: Collaboratively develop a development plan with the employee. This should outline specific actions to address improvement areas and enhance skills necessary to achieve future goals.
  4. Documentation: Complete all necessary performance review forms or online systems according to organisational procedures. Ensure clear and accurate documentation of the discussion, performance ratings, and development plan.


Post-Review (Following the Review Period):

  1. Follow-Up: Schedule follow-up meetings at designated intervals (e.g., monthly or quarterly) to track progress on the development plan and offer ongoing support.
  2. Performance Management System Review: Organisations often have a designated timeframe for completing all performance reviews. Ensure all reviews are completed and submitted within these established deadlines.


Additional Considerations:

  • Confidentiality: Maintain confidentiality throughout the process. Performance review discussions and documentation should only be shared with authorised individuals.
  • Employee Rights: Be mindful of employee rights outlined in legislation like the Fair Work Act 2009 (FW Act) in Australia. This includes providing employees with a fair opportunity to respond to feedback and concerns raised during the review.


By following a structured approach that adheres to established policies, procedures, and timelines, managers can conduct effective performance reviews that motivate employees, promote development, and contribute to achieving organisational goals.