Performance Gap

Learn your legislative requirementsAs a leader, you must review your staff’s performance on a regular basis and consider whether it is up to par.  Is the individual not yet achieving the required standard of performance and, therefore, a gap between their actual performance and their desired performance is evident? Where a gap is present, you must work with your team to resolve it.

An examination of the workplace’s industrial relations practices will help identify any gaps that exist in relation to any issues such as:

  • Actual and desired work performance

  • Actual and desired productivity level

  • Actual and desired worker skill

  • Actual and desired levels and training and development available to all staff

  • Actual and desired levels of conflict, strike rate, turnover and days off

  • Actual and desired level of opportunity for employees to progress within the hierarchy

  • Actual and desired level of flexible work arrangements for staff

If a gap has been identified between the desired level of work performance and the actual work performance from an employee, there are specific strategies to address this issue (please refer to below graph).  The first step is to review the employee’s performance development, and then proceed and ask the originating person to coordinate a review of their performance. Sit down with the employee and discuss the reasons as to why their performance is not at the optimal level, and if there is anything that the company can do to assist in bring their performance up to par.  You should also proceed and review the policies that are in place that may be hindering employees from reaching their potential.

Review of each employee’s performance is vital, as evaluating their performance on a regular basis allows you to evaluate their performance level and if it is up to par. If it is not up to par, you will be able to approach that specific employee and discuss their options and what may be hindering their performance.