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Managing Performance

Managing performance includes a range of processes and activities that clarifies the expectations we all have when we work together on a daily basis, making all of us accountable for achieving specific objectives and targets. By understanding how each of us contributes to the University’s strategic goals, we are all empowered to dramatically increase performance and success for the University.

Effective performance management:

1. Helps us to make sure that everyone is clear about how they contribute to the strategic goals of the University.

2. Provides clear guidance on what is expected within our role for that year.

3. Offers information, support and opportunities to help staff continue to develop and grow professionally and personally.

The benefits of managing performance include:

  • Empowered staff have a greater understanding of the contribution they make, their skills and how they can use them to best effect.
  • Meaningful, on-going conversations between managers or supervisors and staff about performance, professional development and career aspirations.
  • Equal ownership for performance discussions between staff and managers.
  • A work environment where all staff confidently give and receive feedback to their peers and managers, enabling higher levels of team and individual performance.
  • Enhanced teamwork, as managers have a deeper understanding of their teams’ capabilities and motivations and are better able to assign the appropriate people to projects.

Links to other relevant sections:

Managing Difficult Issues


Working with Policies

You may also want to review the University procedure for Performance and Development Review (P&DR)

Additional resources

The Puzzle of Motivation (TED talk video)

The Impact of Employee Engagement on Performance (Harvard Buisness Review)

CEB Employee Engagement 

Frequently Asked Questions

Why do we have processes to manage performance?

Our performance management processes exists so that every employee has clear guidance about how they can best contribute to our strategic goals and provide them the support they need. Everyone is responsible, and accountable, for achieving their specific objectives and for their on-going professional development. 

What is the purpose of the P&DR discussion?

The purpose of the annual P&DR is to:

  1. Assess the progress and achievements made against agreed objectives and development plan.
  2. Recognise accomplishments.
  3. Staff can give feedback to managers about the support they are receiving.
  4. Have a conversation about upcoming objectives and development requirements for the next year.

What form should be used?

To find our more information about the process and which form to use, please see the P&DR pages.

Should staff gather feedback?

Feedback is a valuable opportunity for someone to understand how effective they are in role.  Managers should encourage staff to solicit and gather feedback from colleagues as part of the preparation for their reviews.