Performance Management of Employees We believe that generally people want to do a good job.  In the absence of good direction they will define what is required and go off and do it to the best of their abilities.  However this may not be the direction that the organisation requires.  Accordingly these people are often stigmatised as 'difficult', 'non-performers' and 'recalcitrants'. We help organisations to define job requirements, develop managers in the skills to lead and coach staff, and build structured performance review systems to provide formal feedback to employees.  When done properly this leads to higher levels of job satisfaction, better delegation, less conflict, reduced absenteeism and staff turnover, and ultimately higher productivity and profitability. In the rare situations where people do fail to perform as required we can coach and train managers to resolve the situation fairly by following recognised due processes. Performance Management systems are a core capability of Lightship People Systems.  Our model of performance management integrates a number of aspects of human resource management in organisations.   You may choose to focus upon just one aspect or all elements that make up the cycle of performance management. Whatever your issue consider contacting us.  We do not charge for a general consultation about your organisation's people management challenges. You can read a useful article published by the Australian Human Resources Institute about why organisations should use structured performance appraisal systems here. Organisations often debate whether to link remuneration to the performance review system.  This article discusses the problems of using pay as a job motivator and alternatively argues that the quality of leadership and management is far more important.  You can read the article here.

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