Skill Profile
Performance Management
"The observable action of setting clear performance expectations with employees, providing regular feedback against those expectations, supporting development where performance is below standard, and managing formal processes — including improvement plans, warnings, and dismissal — where performance does not improve."
YOUR SKILLS
Problems This Skill Solves
- Underperforming employees whose performance is never addressed — avoiding the conversation allows poor performance to persist, demoralises high performers who carry additional load, and ultimately results in more painful terminations when the situation becomes unsustainable.
- Performance management that fails at tribunal because the process was not followed correctly — documenting expectations, support offered, and warnings given in accordance with the organisation's procedure and ACAS Code creates a defensible paper trail.
- Managers who tell HR "I've had the conversation" but have no record of it — written records of performance conversations, agreed targets, and review dates are essential to demonstrate that the employee was given fair opportunity to improve.
- High performers who leave because their contribution is not recognised — regular structured feedback that explicitly acknowledges excellent performance improves retention of top talent.
Tools Used
Roles That Use This Skill
1 total · 1 industryThis skill is concentrated in one industry.
Human Resources / Professional Services
"Performance management is mainly about setting clear goals — if expectations are clearly communicated, performance problems are easier to address."
Clear goals are a necessary starting point. Performance management also requires regular feedback on progress, early identification of performance difficulties before they become formal matters, understanding whether underperformance reflects skill gaps, motivation, or workload — each requiring different management approaches — and developing people, not just assessing them. Annual appraisal without continuous management is a review, not a performance management system.
Research & Outlook
Continuous performance management platforms (Lattice, 15Five, Culture Amp) are replacing annual review cycles with regular check-ins, real-time feedback, and ongoing goal tracking — reducing the administrative burden of annual reviews while increasing the frequency of meaningful performance conversations. AI tools are beginning to assist with performance review drafting and goal-setting consistency. The shift to remote and hybrid working has increased the importance of clear, written performance expectations as the shared reference point for distributed teams.
See This Skill In Action
Watch a professional demonstrate Performance Management in a real working environment — what it looks like, how it's applied, and why it matters.
Human Resources
Performance Management
Also Known As
Growth Path
Sets SMART objectives with employees and holds regular one-to-one meetings to review progress. Gives specific, behavioural feedback in informal conversations. Documents performance conversations and agreed actions in writing. Knows when to involve HR in a performance situation.
Manages a formal performance improvement process from start to finish — informal conversation, formal warning, PIP, and outcome — in line with ACAS Code and organisational procedure. Supports managers through performance processes as an HR Business Partner. Differentiates between performance issues and conduct issues and applies the correct process for each. Prepares documentation that would withstand employment tribunal scrutiny.
Designs and implements an organisation-wide performance management framework — review cycles, calibration processes, rating systems, and manager capability development. Provides expert advice on complex or contentious performance cases. Represents the organisation in employment tribunal proceedings related to performance dismissals. Trains managers in effective performance management conversation and documentation skills.
How to Practise
- 1.Write a SMART performance objective for a role you are familiar with — define what success looks like in measurable terms, what the timeline is, and what support the manager will provide.
- 2.Role-play a performance conversation with a colleague — practise giving specific, behavioural feedback (describing what was observed, not character judgements), listening to the employee's perspective, and agreeing next steps.
- 3.Read the ACAS Code of Practice on Disciplinary and Grievance Procedures — understand each step of a fair performance process from informal conversation through to dismissal, and the documentation required at each stage.
- 4.Write a performance improvement plan for a hypothetical underperforming employee — define the specific performance gaps, the standard required, the support offered, the review dates, and the consequence of not meeting the standard.
How to Prove
- ·CIPD qualification (Level 3, 5, or 7) — the professional qualification for HR practitioners, covering employment law and performance management.
- ·Line management experience with documented performance processes — appraisal records, PIPs, and outcome letters demonstrating fair process management.
- ·Employment tribunal advocacy experience — representing the employer in performance-related tribunal claims demonstrates advanced performance management knowledge.