If you have been following our blogs the last number of weeks (which we hope you have!) you know that employers need to keep employees psychologically and physically safe. Most, if not all, employers have a Respectful Workplace policy (hint – if you don’t have a Respectful Workplace Policy, you should!). We also know that bullying and harassment in the workplace is not tolerated.

It is common for employees to feel bullied or harassed when being performance managed. Leaders need to make sure that the way that messages are delivered to employees are clear, objective and delivered in a respectful way. If you feel that an employee is taking offence or reacting to what is being said to them, it would be good to have someone from HR in the room to witness and facilitate (if needed) the conversation.

If you have been having challenges with an employee’s performance and have had to start the performance management process, here are five things you should keep in mind to make sure that performance management is delivered professionally and not delivered in a way that feels threatening.

1. Stay Objective
Never deliver a performance improvement plan with the thought that your employee is going to fail. The reason that you go through the performance improvement plan is to hope that it serves as a wake-up call for your employee and that they will improve their performance and thrive in their job. Don’t use wording that is blaming or

2. Be Supportive

3. Use Clear Language

4. Be fair

5. Be Professional