Equality and performance ghettos
Do you believe equality legislation means there are people you can’t talk to, and things you can never say?
It’s a common feeling, but if you let it dictate how your run your team you will create little groups of people who never do their jobs. This back-to-front equality is neither equal nor fair. It leads to under performance and resentment in the workplace. It’s unfair on the business, and it’s unfair on the good workers. If you talk to trade unions they are all in favour of systematic performance management.
Where did we get the idea from that ‘equality’ means tolerating under performance?
If you are passionate about setting and maintaining standards of performance in your business, you don’t have to have ‘no go’ zones.
Talk to us about how to get it all back on track – there are some pitfalls to avoid, but it’s easier than people have told you.
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We are also talking about whether employment law prevents performance management
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About the Author Annabel Kaye
We founded Irenicon in 1980 to help employers make employment law work for them. We were always a mixed disciplinary practice – something quite revolutionary at the time. Over the years we have worked with some wonderful organisations, pushing the boundaries of how employment law can really be made to work without restricting the flow of the organisation.