Once up a time...
Kate Bennett The-HR-Hero
Helping SME’s from 1-100 staff with employment law, HR and people management. To set healthy boundaries with your team and protect the business - SOS Call | on going support | HR consultancy | training - DM me????♀?
Firstly, lets start with some stories about carrying out formal performance reviews, appraisals or supervisions in two different types of organisations.? Both organisations employ 18 people, one is a childcare pre-school, and the other is a marketing agency.
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In the small town of Blissfield, there was a popular pre-school called Little Leapers. Known for its nurturing environment and dedicated staff, the pre-school was a second home to many children, and parents trusted the pre-school’s outstanding Ofsted reputation for quality care. However, one staff member, Molly, struggled with managing the children's behaviour. Unfortunately, the pre-school's owner, Amanda, found it difficult to address this issue and had difficulty giving constructive feedback during performance reviews.
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On a sunny morning, Molly entered Amanda’s office for her supervision. The room was filled with children's artwork and colourful posters promoting positive reinforcement. Amanda greeted Molly with a warm smile and began the meeting.
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"Molly, you're doing great! The children love you, and your activities are so creative," Amanda praised. While Molly beamed with pride, Amanda hesitated to bring up the recurring issues with Molly's behaviour management of the pre-school children.
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Amanda mentioned in passing, "Just keep an eye on the children's behaviour. We want to make sure everyone is engaged and following the golden rules." However, she failed to provide specific examples or offer guidance on how Molly could improve.
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Molly, unaware of her shortcomings, believed she was excelling in all aspects of her job. She left the review with a false sense of confidence, never realising the impact her lack of behaviour management had on the children's actions.
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As time went on, parents grew concerned about the increasing chaos in the pre-school room. The children became more unruly, and occupancy at Little Leapers began to decline. Amanda knew she had to address the situation, but it was too late, as the new September term started next week.
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The once-popular pre-school nursery saw a significant drop in attendance, and parents searched for alternative childcare settings in the area. If only Amanda had provided honest and constructive feedback during Molly's performance review, Little Leapers could have maintained its outstanding reputation.
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领英推è
The story of Little Leapers and Molly is a fictional story, but a reminder that even in the most cheerful environments, clear communication, and timely feedback are essential. Providing honest performance reviews can help employees grow and prevent potential issues before they escalate.
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For an actual case study, Personnel Today explain the story of the Head Baker at Leakers that led to an employment tribunal...
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'A baker who was dismissed from his job because his bread had too many holes in has been awarded more than ï¿¡15,000 in compensation because his employer did not adequately inform him about its performance concerns.'
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To read the full article, click this link:
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Be sure to read next weeks newsletter about the story of Creative Clan Marketing, and how their performance reviews are very different.
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Best wishes,
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Kate
PS. If you can't wait until next week, click here to have a sneaky peak at this months blog https://www.thehrhero.co.uk/blog
Disclaimer:? Every reasonable effort is made to make the information accurate and up to date, but no responsibility for its accuracy and correctness, or for any consequences of relying on it, is assumed by the author or publisher.? If you are unsure about how this information applies to your specific situation, please seek expert/legal advice.