Why Performance Support Plans Matter: A Respectful and Compassionate Approach to Management
In my experience working with businesses to address employee performance, I’ve often noticed a common misconception: the idea that performance management has to be rigid, punitive, and focused on consequences. For me, this couldn’t be further from the truth. Performance Support Plans (PSPs) should be in place from the very beginning, not just when challenges arise. They are a proactive way to help employees succeed from the outset, ensuring they have the guidance and resources they need to thrive. Waiting until issues emerge risks turning it into a “performance improvement plan,” which can feel more punitive and reactive than supportive.
Why Call Them Support Plans?
The language we use matters…a lot! Calling it a “support plan” rather than a “performance review” or “performance improvement plan” shifts the focus entirely. Here’s why:
- Respect: It acknowledges that the employee is a valued member of the team and not simply a disposable asset.
- Compassion: It conveys care and understanding rather than judgement.
- Support: It highlights that the company is committed to helping the employee succeed, not setting them up for failure.
- Trust: It fosters open communication and reinforces the idea that the manager and employee are in this together.
- Accountability: It allows for clear, achievable goals to be set, ensuring mutual responsibility for progress.
When we bring this mindset to the table, we create an environment where employees feel respected and understood, which, in turn, encourages loyalty and better performance.
Recruitment: Setting the Foundation for Success
A supportive approach to performance management begins long before any challenges arise. Recruitment plays a critical role in this process. It is vital to recruit people you genuinely believe can do the job. If you have serious worries from the offset, you’re making a mistake right there. Taking the time to carefully assess candidates, not just for their skills but also for their alignment with your company’s values and culture, is essential. When you hire the right people, you’re already laying the groundwork for success, reducing the likelihood of any issues later on.
The Benefits of a Supportive Management Style
Adopting a compassionate and supportive approach to performance management has significant benefits, not just for the employee but for the business as a whole:
- Improved Relationships: Employees feel valued and are more likely to trust their managers. This strengthens relationships, reducing tension and building a positive workplace culture.
- Increased Engagement and Morale: When employees feel supported rather than criticised, they are more motivated to improve and engage with their work.
- Better Performance: Employees who feel respected and guided are more likely to meet and exceed expectations. They are empowered to take ownership of their growth.
- Lower Turnover: Treating employees with respect and compassion reduces attrition, saving the company significant costs associated with recruitment and training.
- Cost Efficiency: By retaining employees and reducing the need for frequent hiring, businesses save money in the long run. Moreover, a supportive culture increases overall productivity.
Why We’re in This Together
When we hire employees, it’s because we saw something in them, skills, passion, potential… Those qualities don’t just disappear when challenges arise. As managers, it’s our responsibility to nurture those qualities and help employees succeed. It’s not about finding faults but finding solutions. When we invest in our people, we’re investing in the success of our businesses.
Tips for Supportive Language in PSPs
The way we communicate during these conversations sets the tone for the entire process. Here are some phrases that encourage collaboration and maintain respect:
- Starting Positively:
“I want to start by saying how much we value the work you’ve done in XYZ. Your contributions have been noticed.” - Discussing Growth Areas:
“Let’s talk about a few areas where we can focus on growth together.”
“I’d like to explore ways we can make your role even more fulfilling and impactful.” - Offering Support:
“What resources or tools would help you feel more confident in this area?”
“We’re here to support you, so let’s discuss what you need to succeed.” - Collaborating on Goals:
“Let’s set some clear goals together so we can track progress and celebrate wins.”
“Together, we’ll create a plan that aligns with your strengths and helps you grow.” - Ending Positively:
“I’m confident we can work through these challenges together.”
“Your success matters to us, and I’m excited to see how you continue to grow in your role.”
So you see, a Performance Support Plan isn’t just a document; it’s a reflection of your company’s values and culture. By approaching performance management with respect, compassion, and support, you’re not only helping employees succeed but also creating a more engaged, productive, and loyal workforce. In the end, this benefits everyone, your employees, your team, and your business.
So the next time you’re faced with performance challenges, ask yourself: How can I support this person? How can we work together to ensure their success? When you approach it this way, the results will speak for themselves.
If you’re not this way inclinced or never wish to be, we’re not the right firm to help you with your people – find a traditionalist HR bod 😊
However, if would genuinely care about peoplea and want the best for your business, then yes, we are the ones to work with!
Get in touch and let’s support you business with a great people programme!
kayleigh@florightbusinesssolutions.co.uk
https://www.linkedin.com/in/kayleigh-bishop/