Too often performance issues arise through a lack of clarity regarding roles, accountability and performance expectations. The mantra “good people get it” is not always true. Organisations that provide clarity of purpose are more focused and purposeful and ultimately more successful.

SMART (specific, measurable, achievable, relevant and timebound) objectives have been used for decades to clarify goals and performance expectations. Recently, it has been recognised that how you achieve your goals is as important as the goal itself. We have frameworks that assist in defining the what and how of performance expectation.

Coaching is a learnt skill that is as much about listening as it is seeking to be listened to. We have tools that can help your leaders to become better coaches or alternately we can perform organisational coaching on your behalf.

Addressing substandard performance is all about first understanding different perspectives and diagnosing the underlying causes of poor performance. Then providing clear and unambiguous feedback about expectations, all the time being mindful of the employee’s position and having a preparedness to change tact if necessary. We can help bring objective clarity to these communications and attempt to move them in a positive direction.

When it becomes necessary, we can help manage performance and disciple matters up to and including termination

At Heron Cove, we know that while sometimes daunting, performance management is a process. Done well, there are real opportunities for improvement. We can assist in all aspects of performance management.