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

An important part of a leader’s role is to assess performance as it’s happening and offer advice, guidance and support to seek the best outcomes for the staff member and organisation. In order to do this effectively, the leader needs to be aware of and clear about their organisations processes, and their legal obligations. We’ll address this throughout this program, however, let’s look at some critical steps.

1. Gather Information:

  • Legislation: Review relevant employment and workplace safety legislation to ensure your current performance management processes are compliant. This might involve consulting the Fair Work Act 2009 (FW Act) regarding unfair dismissal and record-keeping requirements.
  • Organisational Objectives & Policies: Review your organisation’s strategic objectives, performance goals, and relevant human resource (HR) policies. This helps ensure alignment between performance management practices and the overall direction of the organisation.
  • Performance Management Data: Analyse data collected through performance reviews, feedback sessions, and employee surveys such as a Balanced Scorecard assessment. This data might include performance ratings, feedback themes, and employee engagement scores.


2. Evaluate the Process:

  • Objectivity & Fairness: Assess whether the current process promotes fair and objective performance evaluation. Are there opportunities for bias in goal setting, feedback delivery, or performance ratings?
  • Alignment with Objectives: Evaluate how well the process aligns with organisational objectives and HR policies. Do performance review goals cascade down from organisational goals, ensuring individual performance contributes to the bigger picture?
  • Effectiveness: Analyse the effectiveness of the process in driving performance improvement, development, and employee engagement. Do performance reviews lead to clear action plans for development, and are employees motivated to improve based on feedback?
  • Legal Compliance: Review the process to ensure it complies with relevant legislation. For example, does the process document key discussions and provide a fair opportunity for employees to respond to concerns?


3. Implement Improvements:

  • Develop an Action Plan: Based on your evaluation, outline specific actions to improve your performance management system. This might include:
    • Updating forms and templates to ensure clarity and alignment with objectives.
    • Implementing training programs for managers on conducting effective performance reviews and providing constructive feedback.
    • Streamlining the process through the use of performance management software.
    • Conducting regular employee surveys to gauge their experience and satisfaction with the process.


4. Communication & Monitoring:

  • Communicate Changes: Communicate any changes made to the performance management process to all employees clearly and transparently.
  • Continuous Monitoring: Schedule regular reviews to monitor the effectiveness of the implemented improvements. This ensures your performance management system remains adaptable and meets the evolving needs of your organisation and workforce.


Additional Considerations:

  • Employee Involvement: Consider involving employees in the review process to gather their feedback and suggestions for improvement. This fosters a sense of ownership and engagement with the performance management system.
  • Benchmarking: Benchmarking your performance management practices against industry best practices can identify areas for improvement and keep your system competitive.