Performance management during COVID

With challenges like redundancy, furlough, remote working and sickness related absences ever present, it’s key that businesses and their teams maintain performance and deliver what is needed for the organisation to survive and grow.

Balancing this with the need for critical wellbeing support for employees can be daunting and seem endless.

Our 10 tips for managers in this position are:

1. Ensure you, and your team know what is expected of them.

You can’t do a good job if you don’t know exactly what the job is or what the standards are, and nor can your team.

2. Make sure everyone knows how their job fits into the department,

…and how the department fits into the overall organisation; if the bigger picture is visible, including the right information and numbers, that helps people to be more productive and engaged as they have a clear focus.

3. Check in with people and ask them if they’ve got the right tools for the job.

This is especially prevalent due to the increase remote working. Whist vital, this isn’t limited to technology, systems and desk setup, it should include access to the right people and resources too.

4. Continue to or initiate consistent feedback,

…so that people can repeat the good stuff and amend the not so good.

5. Set achievable and realistic deadlines.

There is a point where people are pressured enough to do a great job, equally there are points either side of that where people may not be pressured enough, or too much. The balance is key.

6. Make space and time for employee wellbeing;

…this includes feeling safe at work whether your team are in a COVID secure workplace, or working remotely. Discrimination and harassment could increase if people are remote working, especially with tensions high and perpetrators less visible.

7. Self-check in, am I being a great manager?

It’s tough right now, so use this checklist: Am I being: Supportive, Approachable, Checking-in, Avoiding micro management; Creating a culture of trust, Developing people?

8. Recognition

Recognise people, including yourself, for any size of ‘win’ The little wins will help us through this as much as the big ones. This would also include promotion and development opportunities and/or help if people aren’t getting it right.

9. Set goals

Set a goal to establish or sustain a great team who support and help one another and work together to deliver goals.

10. Be visible and set an example for the rest of the team.

That way, when we’re at work we can all be truly ‘ourselves’ and don’t have to hide things.

The HSE management standards indicator is a good tool to use with your teams to see how they are feeling about most of the above –  – and it’s free to use.

Lisa Trent is our HR guru

There really isn’t very much to do with people that she doesn’t know about! Whether it’s furloughing or people management, she’s on hand to help, but also listen.


Connect with Lisa on LinkedIn