Skip to main content

“Just sticking to formal annual performance management processes isn’t particularly useful — not to mention that almost no-one enjoys it.” The Department of Communications and the Arts has introduced a process where Employee trust and performance improved with regular chats, not ratings.  They encouraged supervising staff to use every work-related conversation is an opportunity for a performance and development conversation but stressed the importance of not just telling someone they did a good job is great but providing examples of what made it good and leading that into a conversation on how it could be further improved.