Performance management is a vital part of any organisation’s operations. It’s about monitoring, managing, and empowering your team to perform at their best. Rather than being a once-a-year review or a single-step process, performance management is an ongoing series of practices that require constant attention. By inclusively approaching performance management, leaders and managers can ensure they are supporting everyone’s needs and goals, enabling all employees to excel in their roles.
At its core, inclusive performance management isn’t about ticking boxes or having a single conversation once a year. It’s about creating a continuous feedback loop that helps individuals align with organisational goals, grow professionally, and be held accountable in a fair and consistent manner.
What is inclusive performance management?
The CIPD defines performance management as:
“The attempt to maximise the value that employees create. It aims to maintain and improve employees’ performance in line with an organisation’s objectives. It’s not a single activity, but rather a group of practices that should be approached holistically.”
What stands out to us within this definition are the statements “maximising the value” and “not a single activity.”
Performance management is not just about an annual appraisal conversation reliant solely on HR systems; it’s about ensuring every individual’s contribution is acknowledged and their potential maximised. It’s a process that involves continuous conversations throughout an employee’s lifecycle with the organisation—from onboarding to ongoing development, through to performance reviews and beyond. This process should celebrate successes and allow for reflection and growth when things don’t go as planned. By consistently engaging in these conversations, organisations can foster an environment where inclusion is at the forefront, helping employees feel heard, supported, and empowered.
Effective performance management means leaders focus on understanding what employees are doing well, where they need to grow, and how they can align their goals with the organisation’s mission and values. By fostering an inclusive mindset in performance management, organisations can drive positive outcomes for everyone and build a culture of trust, accountability, and growth.
Our Inclusive Performance Management Training focuses on:
- What performance management is and why it matters
- The skills and awareness required by managers and leaders to support successful performance management
- How to approach performance management effectively, with an inclusive lens
- How to have performance management conversations that motivate and empower employees
Our interactive sessions will explore key areas such as:
- Building high-performing teams by supporting, developing, and motivating individuals
- How kind leadership and emotional intelligence can enhance management practices
- Inclusive performance management techniques that support diverse teams
- Reflecting on your leadership shadow and its impact on your team
How can effective performance management positively impact inclusion?
Inclusive performance management isn’t just about meeting business objectives—it’s also about supporting employees in achieving their personal and professional goals in a way that is fair, equitable, and empowering. When implemented correctly, it can positively impact inclusion across an organisation. By integrating inclusion into the performance management process, leaders can identify potential biases, address inequalities, and create a more supportive, equitable environment for all employees.
Performance management is an opportunity to embed inclusion into your culture, helping to break down silos and ensure that every individual has the chance to thrive. From probation periods to performance reviews and one-on-one meetings, performance management conversations have a direct impact on employee progression and success. By approaching these conversations with an inclusive mindset, organisations ensure that all employees are treated fairly, supported to develop, and encouraged to perform at their best.
The role of an inclusive manager
An inclusive manager plays a vital role in ensuring performance management is carried out effectively.
Inclusive performance management activities include:
- Establishing clear objectives for individuals and teams to see their part in the organisation’s mission and strategy.
- Improving performance through continuous feedback, development, and support.
- Holding employees accountable for their performance, linking it to career progression, rewards, and, if necessary, termination.
As an inclusive leader, you’ll be role-modelling inclusive behaviours and creating an environment where constructive, open, and supportive conversations are the norm. Performance management isn’t a one-time activity but a continuous dialogue that brings together learning and development, performance measurement, and organisational growth.
Why choose inclusive employers for your training?
Our approach to inclusive performance management training is designed to be engaging, insightful, and actionable. We focus on practical strategies that help leaders create inclusive, high-performing teams. Whether you need a 60-minute webinar or more detailed face-to-face sessions, we’ll work with you to ensure the training meets your organisation’s needs and objectives.
Contact us today
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