Performance and Development

Performance management is about setting expectations early, supporting improvement and documenting that employees are treated consistently.

Setting up a Performance System – Checklist	Performance Plan and Review Template
Many small businesses tend to rely on casual conversations rather than formal systems to manage employee performance. While these informal talks can be useful, they can lead to confusion if someone misunderstands, mishears, or forgets what was discussed. Setting up a performance System using the checklist offers a clear framework that ensures everyone is evaluated fairly and consistently. This system helps prevent favouritism and random decision-making, making management processes more predictable and removing personal biases.	Regular reviews are among the strongest tools for preventing workplace conflict. Use the Performance Plan and Review Template to create a structured space to discuss goals, achievements, and challenges before issues escalate. Employees perform better when expectations are written down and revisited. For employers, a documented history of ongoing, rather than sudden or reactive, feedback earns trust, protects against claims of unfair treatment, and encourages professional development.
Performance Agreement Template	Performance Improvement Plan Template
In small businesses, growth can happen quickly, and job roles may often change. To clarify expectations and ensure everyone is on the same page, written agreements are essential. These documents outline what success looks like in clear, measurable terms. Without such agreements, employees might think they are meeting performance standards when they are not. Creating a performance agreement between you and an employee helps ensure that everyone understands their priorities and goals.	A performance improvement plan (PIP) can help shift the focus from blame to support. When performance slips, employees often need clarity and coaching, not punishment. Documenting improvement steps shows the employer is acting reasonably and offering a genuine opportunity to succeed. It also ensures the employee understands what must change and by when. A written plan protects the business. They are commonly used when informal coaching has not worked. It formalises expectations and timelines. This is critical for procedural fairness an employee must be given a clear opportunity to improve before further action is taken. A written plan protects the business if termination later becomes necessary, because it demonstrates due process.
Managing Underperformance – Initial Steps Checklist	Managing Underperformance – Formal Steps Checklist
Early intervention prevents escalation. This checklist guides you through supportive, informal conversations to quickly resolve situations where employees are underperforming. Addressing problems early is responsible management. Ignoring issues often leads to larger disputes and resentment.	If performance does not improve, employers must follow structured legal processes. This checklist ensures warnings, documentation, and meetings are handled correctly. Skipping formal steps is one of the most common employer mistakes and can expose a business to unfair dismissal claims.
Underperformance Meeting Plan	One Month Probationary Period Review Guide
Performance meetings can be emotionally charged if unprepared. An underperformance meeting plan ensures conversations stay focused on evidence and expectations, not personalities. Structured preparation reduces defensive reactions and keeps the discussion professional.	Probation is a checkpoint of employment. Having a one-month probationary period allows employers to identify a good fit, training gaps, or concerns early. Addressing issues in the first month prevents long-term mismatches and helps new employees succeed faster.