Managing poor performance | The Oxford Review

Managing poor performance

Research Briefing

Keywords: performance management, management, poor performance

Clearly, line managers are critical when it comes to managing the performance of employees. Performance management is seen today as the realm of the line manager, rather than that of the HR professional. Line managers are expected to be confident in identifying and managing poorly performing staff including engaging with formal disciplinary procedures, performance indicators, and conflict resolution strategies.

Previous studies have found that effective performance management has a range of organisational benefits including:

  • Increased employee engagement
  • Increased performance, both at an individual employee level and organisational level
  • Higher levels of motivation
  • Lower levels of employee disciplinary issues
  • Lower levels of employee turnover.

A new study by a team of researchers from Murdoch University and a Melbourne hospital wanted to understand the perceptions and experiences of managers having to manage poor performance to see what can be learnt.

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Disclaimer: This is a research review, expert interpretation and briefing. As such it contains other studies, expert comment and practitioner advice. It is not a copy of the original study – which is referenced. The original study should be consulted and referenced in all cases. This research briefing is for informational and educational purposes only. We do not accept any liability for the use to which this review and briefing is put or for it or the research accuracy, reliability or validity. This briefing as an original work in its own right and is copyright © Oxford Review Enterprises Ltd 2016-2019. Any use made of this briefing is entirely at your own risk.

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