Performance management

The above video and information below outlines the key aspects of  managing performance within your co-operative. 

Performance management is about getting the best from your staff so that your co-operative can achieve its short and long term goals.

Managing performance involves:

  1. Setting smart objectives
  2. Continually monitoring performance
  3. Reviewing whether the employee has met their objectives

Setting goals

The objectives that you set your staff should be smart:

  1. Specific - what do you want your employee to do?
  2. Measurable - how are you going to know that an objective has been met?
  3. Achievable - is the objective attainable?
  4. Relevant - is the goal relevant to what the business wants to achieve?
  5. Time - when should the objective be completed?

Not all objectives need to relate to output; objectives should also be based on behaviours, for example team work.

Training & development

Your employees should highlight any areas of their business knowledge or skills that they want to develop within their objectives.

Monthly review meetings

It’s important to monitor performance on an ongoing basis, and identify any support or training needs. A lot of employers catch up with their employees on a monthly basis, but do whatever fits your co-operative best.

End of year review

Hold an end of year review to formally assess performance during the year. Before the review, gather information and feedback on whether the objectives have been met. This will help you to talk through the information with the employee.

After the meeting, decide what rating you want to give the employee. If you don’t have a rating scheme in place, you could use the ratings ‘outstanding’, ‘achieved’, ’developing’ and ‘unsatisfactory’.

When you’ve decided upon an appropriate rating, meet with the employee to ensure they understand the reasons for your decision. Put your rating in writing.

It is a good idea to include an appeal stage within any performance policy, so that employees disagreeing with their rating can have it reviewed by a more senior manager.

Unsatisfactory performance

Tackling poor performance early can help the colleague and the company. Always reinforce expectations and discuss any training or support needed.

If performance has not improved informally, you should deal with the underperformance formally using your disciplinary process. The start point is always to try and give the employee support and training to perform satisfactorily. Unless the employee has been grossly negligent in performing their duties, it will always be appropriate to give the employee time to improve.

For more information you can watch our video on disciplining staff here on the hive or visit www.acas.org.uk.


In this section

Recruitmant and resourcing • Family friendly rights • Dealing with sickness absence • Grievances and ending employment


Co-operatives UK HR Package: Delivering HR expertise for your co‑operative

Because people are at the heart of a successful co-operative business, Co-operatives UK offers a specialist HR service designed specifically for co-operatives. To find out more about the Co-operatives UK HR Package, please visit www.uk.coop/hrpackage


HR training

We offer one-day training, including essential and advanced HR courses – find out more.

Updated: 27/04/2018