One person’s bullying is another person’s performance management.

A line manager setting targets and giving warnings to an underperforming employee believes he is doing his job appropriately. One employee may report this as bullying, another may welcome targets and feedback as a way to help them improve their performance.

In some organisations performance problems have not been well addressed and staff have been ‘promoted’ or ‘transferred’ to avoid the issue. In others people have even been ‘performance managed’ out of the business, meaning that the performance management programme becomes synonymous with unrealistic goals and even bullying.

Good performance management should be a constant proactive business tool, not a reaction to a problem.
Hardwick HR can offer the expertise to establish a performance management system that is appropriate to your organisation. Please call 01752 692778 to discuss your needs.