Providing feedback to staff about their performance, be that positive or negative is what the performance management process is all about. The feedback provided to staff needs to:
Be direct and clear - don’t’ leave the employee wondering what you are talking about
Be base the on actual facts and examples provided – especially if in regards to something negative
Be actionable if negative – the staff member needs to know what they can do to improve
Remember that providing feedback to staff about their performance should not just be limited to the annual performance review.
Continuous feedback throughout the year (especially if poor performance is an issue) can assist with mitigating larger problems later due to that employee’s poor performance.
Whether you’re at a crossroads with a decision, or you’ve got a problem that’s wearing you down, if you approach the issue proactively, you can avoid those feelings of self-doubt and hopelessness. Focus on what you can do, instead of the things that are out of your control, and feel satisfied that you’ve done the best you can.
Here are seven-steps for an effective problem-solving process.
Identify the issues.
Be clear about what the problem is.
Remember that different people might have different views of what the issues are.
Understand everyone's interests.
Interests are the needs that you want satisfied by any given solution. .
The best solution is the one that satisfies everyone's interests.
List the possible solutions
This is the time to do some brainstorming.
Separate the listing of options from the evaluation of the options -that comes later
Evaluate the options.
What are the pluses and minuses?
Select an option or options.
What's the best option, in the balance?
The best option may be a combination of several options.
Document the agreement.
Don't rely on memory.
Agree on contingencies, monitoring, and evaluation.
Conditions may change, and you may need to be flexible.
How will you monitor compliance with your agreement?
As always, we continuously re-evaluate what we implement.
PPE refers to anything used or worn to minimise risk to workers' health and safety. This may include, but is not limited to:
high visibility clothing
In certain circumstances, the model WHS Regulations require businesses to work through a hierarchy of risk control measures when managing risk.
Workplaces are required, under WHS legislation, to engage in risk management and conduct assessments of risk, the use of PPE is often required as a safety measure. It is, however, something of a ‘last resort’. All other necessary measures must be taken before implementing PPE.
Under WHS laws, PCBUs are responsible for eliminating health and safety risks, and PPE is often one such control measure.
While the provision of PPE can fall under either the duty of the employer, or the workers themselves, wearing PPE when instructed, in light of a risk management scheme, is required by law. Keeping aware of workplace requirements in this regard is the responsibility of everyone on site.