Performance
Summary: In certain workplaces, performance management may address issues, but in a way that can potentially reduce employee motivation. While it’s important to address and resolve what’s not working, leaders should equally support and recognize employee success. These free resources can help.
For leaders
Performance management helps leaders identify their implicit bias, rule out mental health issues before disciplinary action, and relate performance concerns to specific actions rather than making personality judgments. Templates, step-by-step processes and other tools are included.
Supportive task improvement enables collaboration with employees to develop and commit to success related to a specific task that may have been difficult for them.
Workload stress, stemming from overwhelming assignments or unclear expectations, can hinder performance. Leaders can support productivity by addressing these stressors through transparent communication, setting clear boundaries, exemplifying psychologically safe behaviour, promoting breaks, and employing various other supportive measures.
Leaders who are familiar with their employees’ specific triggers to workload stress are better equipped to proactively identify and prevent employee burnout.
Performance articles and resources
The list that follows includes the resources linked to above as well as related information that may be more specific to your current situation:
When employees struggle with workload stress, it’s important to focus on easing the stress rather than just lowering the quantity of work, especially when they’re only working regular hours.
How to identify employee burnout, recognize workplace factors and take pro-active steps for prevention. These strategies can help protect overachievers and those recovering from burnout.
Resources for supporting performance in a psychologically safe way, even when mental health is an issue. These strategies focus on solutions that also support employee well-being.
These resources can help you support an employee to improve their performance and productivity related to a specific task by working through potential barriers and building a plan for success.
Step-by-step guidelines to collaborate with an employee to develop their own strategies for success.
This tool can help develop an accommodation or work plan when psychological, emotional, cognitive or physical challenges may be impacting an employee. It’s not a medical approach; it’s intended as a discussion between the employee and their leader.
Choose strategies known to help you at work if you experience neurodivergence, including autism, attention-deficit hyperactivity disorder (ADHD), dyslexia, dyscalculia, dysgraphia or dysphagia.
Understand how to address chronic mental stress and how to recognize hazards. This tool provides strategies for reducing risk to protect both employers and employees.
Throughout the employment life cycle, there are opportunities to protect psychological health and safety while meeting organizational goals and objectives. This includes considering accessibility, inclusion and equity. These tips and strategies can help.
Learn how to support neurodivergent employees including those with learning differences, ADHD and Autism spectrum disorder.