


Managing Staff Performance and Farewell

Managing the performance of individual staff members is not just important to delivering strong results, it is also a big part of staff wellbeing.
Holding regular formal and informal 1 to 1s, career and development discussions, alongside showing an interest in their welfare will have a big impact. Praise and recognition and letting them know when they do the right things and deliver a good performance
The other side of this is not passing by poor performance. When this or inappropriate behaviour is left, it can cause resentment, feelings of unfairness and also lead to other staff members consciously or unconsciously letting their performance dip.
Some line managers regularly struggle to deal with it, often perceiving this and other necessary conversations as ‘difficult’. It is one area that generates a lot of requests for training.
Yet it is just about having a conversation. All it needs is good preparation, the collection of evidence, being able to ask questions, listening skills and the ability to diarise and follow up. If this is an area that any of your leaders would benefit from support, do download the guide to underperformance (and difficult conversations).
The final step is practise - without this it will be very difficult, if not impossible, to develop the skills needed.
Catching people doing the right things and addressing poor performance, has to be part of an ongoing dialogue. It cannot be a single annual (or even bi-annual) review or appraisal. Keeping on top of these conversations does take time when starting out, though will save significant time and build performance in the longer term.
This is supported through a coaching leadership style and we would be happy to share a free on-line coaching programme for anyone that has an interest - just get in touch.
Saying Farewell
It is inevitable some staff members will leave the Trust or schools, and having some turnover is important to introduce new people and skills. Where staff are underperforming and failing to address this and deliver what is needed, and after support is given, then pursuing a capability route may be necessary . Following this through and adhering to the Trust or school policies is key. This should still be delivered with compassion and using the right approach - even if people leave due to poor performance, you want them to speak highly of how this was managed (and this is possible).
Staff members will also leave for many other reasons and understanding reasons for this will be of real benefit. While you can find out about and address these, there will always be staff ready for promotion. You may not have an opportunity for them within the MAT, or there are others ahead of them in the ‘queue’. If part of a MAT, you can minimise this through effective succession and talent management, though some staff are still likely to move on. How they leave is important, and you should proactively support them to find the role they want, even when this is external.
While you may be disappointed to lose them, if they join other schools and tell all they meet what a fantastic place they came from, imagine the difference this will make. It will build your reputation as a school where people want to work and where they are developed. it further supports you becoming an employer of choice and building your brand. Staff leaving are also more likely to be interested in returning to more senior roles with you in the future.
Dip your toe in the water...?
Can we take just 25 minutes of your time to show you how we make improving staff wellbeing easier for Trusts and their schools?
Use the button below to book your free no obligation 25 minute Demo.
“Welbee provides an amazing foundation to our wellbeing strategy. It's cost-effective, easy to use and provides excellent support, making the complex job of managing multiple pieces of data from 1300 employees, easy. Welbee is a highly effective staff wellbeing evaluation and improvement tool, making staff wellbeing simply part of what happens every day.”

Debbie Duggan
Operational Resources Director
It's OK if you are still not sure and would like more information first - just email support@welbee.co.uk and we will share the features and benefits of Welbee and how these help deliver the evidence proven benefits of higher staff retention, lower staff absences, better financial performance and further raise student outcomes. All starting with DfE Staff Wellbeing Charter recognised measurement.