Managing people

How to manage employee performance and conduct in the workplace

Learn how to manage performance and conduct in your company, from delivering performance reviews to handling a breach in company policy.

Employee performance management is essential to any productive workplace, but managing performance and conduct can sometimes be a challenging task. Between conducting an employee performance review to managing any issues in behaviour, there are plenty of aspects organisations need to consider in order to build and manage a high performing team.

From establishing a company policy for employees to managing staff, here are some tips to help your organisation better manage employee performance and conduct.

 

What is employee performance management?

Performance management can generally be divided into two parts:

  • Employee performance includes promotions, demotions, the management of any personal issues or challenges, and a regular employee performance evaluation or review.

  • Employee conduct refers to an employer’s rights and the enforcement of these rights when it comes to a company policy for employees, dishonesty, criminal breaches, or any other legal breaches that might affect the organisation.

 

Managing employee performance and conduct

As an employer, you’ll need to handle any issues in employee performance that may arise, as well as any breaches in conduct. 

Because of this, it’s beneficial to have policies or guidelines in place, such as a code of conduct for employees, to ensure everyone on your team understands their rights and obligations. It can also be useful to create procedures to handle breaches in conduct or problems concerning performance, and HR responses to these issues.

When building company policies or managing performance and conduct, employers should aim to:

  • Correct and improve an employee’s standard of conduct when it’s appropriate or if there has been a breach. This can include any breaches to your company’s code of conduct, as well as any actions an employee may have done that could damage your organisation’s reputation or legal obligations.

  • Provide employees with the opportunity to correct any issues in conduct. You might choose to provide them with a warning, or work with them on a plan to change or manage behaviour. Bear in mind  this might not apply if there have been any serious breaches in conduct that end in dismissal.

  • Treat all employees fairly, equally and consistently. Employees should feel supported in the workplace, and be presented with equal opportunities regardless of gender, race, or other personal performances. Your employees should also not feel discriminated against at work, whether by other employees or by managers.

Review each situation on an individual basis based on the specific circumstances. Every employee is different, and as an employer it’s important to handle any situation or breaches in conduct individually with your staff.

 

 

In addition to managing staff, keep in mind that as an employer you will also need to deal with any disputes or conflicts that may arise between individual employees, or between employees and managers. Employees may also face personal issues or challenges that can affect their work, and managers and HR teams should keep this in mind when managing conduct and performance.

Lastly, it’s a good idea to consult your local state or territory laws around employee conduct and performance, and seek legal advice if you are facing any challenges with specific performance or conduct issues.

To better manage employee performance and code of conduct, download HR Advance’s Code of Conduct template.

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