Performance Management
When performance slips, morale, clients and growth all feel it
With Altum HR, you’ll have expert support to manage performance effectively and proactively, before minor issues turn into major problems. Whether you’re setting objectives, conducting reviews, or addressing persistent underperformance, our HR consultants provide practical, legally sound advice tailored to your business. We help you strike the right balance between accountability and support, so your people know what’s expected, and your managers feel confident leading the conversation.
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Why Altum HR
UNCLEAR PROCESSES CREATE UNCERTAIN OUTCOMES
Performance management isn’t just about appraisals; it’s about creating clarity, consistency, and confidence across your organisation. At Altum HR, we make sure your processes empower people, not overwhelm them. We support your managers with tailored training, policy reviews, and step-by-step guidance, helping them tackle difficult conversations and improve engagement. And when formal procedures are necessary, we ensure every action is compliant, documented, and defensible, protecting your business while maintaining fairness. Our goal is simple: to turn performance management into a business advantage, not a bureaucratic burden.
Turning Performance Challenges Into Measurable Success
Poor performance doesn’t fix itself, but with the right structure, it can be turned around. Altum HR helps you identify what’s holding your team back, from unclear expectations to disengagement, and design practical solutions that drive improvement.
We work with you to embed a performance culture built on trust, feedback, and accountability. That means fewer reactive issues, stronger teams, and measurable results that align with your business goals. With Altum HR in your corner, performance management stops being a headache and starts being a catalyst for growth.
Performance Management FAQs
How do I handle an employee who keeps missing targets?
Start with a one-to-one meeting to understand any underlying issues. Review expectations, check whether they have the training or resources they need, and set a clear Performance Improvement Plan (PIP) with milestones. Document each step, warnings, support, reviews, so that any future decisions are defensible.
What’s the best way to give feedback without demotivating staff?
Focus on balanced, specific feedback. Highlight what’s working alongside what needs improvement. Use real examples and tie feedback to agreed goals. Then create an action plan together so the conversation is forward-looking, not just criticism. Consistency matters, feedback should be regular, not just at annual reviews.
Can you dismiss someone for poor performance, and how do you do it fairly?
Yes. But only after following a fair, documented process. Give clear warnings, offer support and training, allow chances to improve, and hold review meetings. If performance doesn’t improve despite a reasonable chance, dismissal may be justified. Always ensure your process aligns with employment law and your company policy.
Are performance appraisals legally required?
No, but they’re strongly recommended. Regular appraisals help document performance, support development and protect you if formal action is needed later.
How long should a performance improvement plan (PIP) last?
There’s no legal minimum, but typically 4–12 weeks is reasonable. It should include clear goals, support measures, and regular reviews.