Every workm8te should have a work and performance plan that is updated annually with their boss.
This plan serves both the worker and the workplace, as it sets out the expectations of the role, and provides a formal opportunity for feedback and discussion.
The most important part of a performance plan is the discussion between your workm8te and you - their supervisor.
This is an opportunity to raise issues, celebrate successes, identify areas for future training and discuss long-term development goals.
This dedicated time is all about your workm8te.
Done well... | Done poorly... |
...performance discussions should make a worker feel valued and supported. They are an opportunity for your worker to have input into their work trajectory and the contributions they make to the workplace, and how you as their supervisor can help them achieve these goals. | ...performance discussions are a tick and flick exercise that ultimately harms performance by damaging trust and de-valuing your workm8tes by making them feel like just another number. |
Performance agreement discussions are also a mechanism to check-in with your workm8te and their role, identifying any causes of workplace stress, and make changes to their job to minimise these tension points.
They don’t need to be long or tricky.
We’ve developed a process and some tools to guide you through identifying areas of concern, and how to design good, interesting and stress-free jobs.
Tips for a useful performance discussion:
1. Make a dedicated time
It may sound obvious but make a dedicated time for you and your workm8te to chat where you won’t be interrupted. Give advance notice of what (if anything) they need to prepare.
2. Make your expectations clear
Discuss the role, what your expectations are for their performance, and your assessment of current performance. Use this opportunity to identify any areas of training that may be needed.
You can use this editable template as a guide.
3. Ask for input
Ask your workm8te how they feel about their job, what they like about it, what they dislike, causes stress or frustrates them.
4. Identify areas of physical stress in the body
Stress shows up in our bodies - even when we don’t feel stressed. Over time, it can lead to injury. We’ve got a tool to help identify areas of stress and strain by how it shows up in your workm8te’s body.
Now you know about physical indications of stress in your workm8te, you can take action to address the source.
5. Work together to maximise the design of their job
Evidence shows that people struggle when it comes to designing jobs. They design jobs that have little autonomy and task variety.
Well-designed jobs deliver benefits to your workm8tes, their teams and the business. With less-stress at work workers are happier and healthier and perform better, are more productive and innovative.
We've developed an online job design evaluation tool designed specifically for manufacturing workers. Use the 7-minute online survey and see how good your job design is - and get a list of targeted actions to improve the quality of your workm8te's job to create a good, safe and rewarding job.
6. Make reasonable adjustments
Reasonable adjustments are not just for returning injured workers.
Use what you have learnt in the body map exercise in step 4. to make adjustments to how work is done to prevent areas of stress and strain turning into an injury.
7. Make a plan for the year ahead
Ask your workm8te what they want to achieve in their role and career. Identify any areas of development or training to help them meet their performance expectations and their career goals.
Agree, commit to action - be it additional training, skills development, job rotation, or more responsibility - and review process every quarter.
Want to know more about good job-design in manufacturing?
Take a look at the guide we've made for you, and take our online assessment to get a tailored action plan and create no stress, safe and rewarding jobs for your workm8tes.