- 4 March 2025
- Posted by: Ellice Whyte
- Categories: Leadership, Workplace
Performance management is a critical function of leadership, yet traditional approaches often focus on identifying and fixing “problems” rather than understanding the root causes. For neurodivergent employees or those facing personal challenges, this approach can feel punitive, creating unnecessary barriers to success.
It’s time to rethink performance management as a tool for support and development—one that benefits both the individual and the business.
The Problem with Traditional Performance Management
In many organisations, performance management revolves around identifying underperformance and imposing improvement plans. While these processes aim to enhance productivity, they can unintentionally alienate employees, particularly when underlying needs go unrecognised.
For example, neurodivergent employees are often placed on performance improvement plans (PIPs) due to behaviours or traits that stem from unacknowledged differences. Rather than exploring the challenges they may be facing, businesses risk labelling these employees as “problems” rather than recognising their potential.
This approach can lead to:
- Increased stress for employees.
- Higher turnover rates.
- Missed opportunities to unlock unique strengths within the workforce.
A Mindset Shift: Stripping Away Judgment and Bias
Rethinking performance management begins with a mindset shift: instead of asking, “Why isn’t this person performing?” ask, “How can we better support them?”
A key part of this shift is recognising and addressing the biases we may unconsciously hold. Often, behaviours are labelled and judged based on assumptions, which can obscure the true underlying causes.
For example:
- If someone is consistently late, they might be labelled as lazy, without considering factors like transport issues, caregiving responsibilities, or difficulties with time management.
- If someone uses direct language in emails, they might be perceived as rude, when in reality they may simply have a communication style that is clear and concise.
These judgments and assumptions create a barrier to understanding the real reasons behind behaviours. To truly support employees, leaders need to strip away these layers of bias and look at behaviours objectively. This means asking questions like:
- What might be contributing to this behaviour?
- What challenges might this person be facing?
By removing assumptions, leaders can view behaviours through an objective lens and provide the right support to help employees succeed.
A More Supportive Approach to Performance Management
To rethink performance management, organisations need to embrace a more supportive approach. This involves identifying root causes, focusing on strengths, fostering psychological safety, and tailoring support to individual needs.
1. Look for the Root Causes
Performance challenges are often symptoms of unmet needs or mismatched expectations. Leaders should explore factors like:
- Work environment (e.g., distractions, overstimulation).
- Communication barriers.
- Lack of access to tools or training.
Instead of jumping straight to a performance plan, take time to understand the full picture.
2. Focus on Strengths
A strengths-based approach, where tasks are aligned with individual talents, can transform performance. When employees work in roles that suit their natural abilities, they are more engaged, motivated, and productive.
Practical Tip: Use tools like workplace needs assessments to identify employees’ strengths and any adjustments they might need to thrive.
3. Create a Culture of Psychological Safety
Employees are more likely to discuss challenges and seek help when they feel safe to do so. Foster psychological safety by:
- Encouraging open conversations about support needs.
- Challenging the idea—not the person—when providing feedback.
- Emphasising collaboration over critique in performance reviews.
4. Provide Tailored Support
A one-size-fits-all approach to performance management doesn’t work. Tailored support is key, particularly for neurodivergent employees or those experiencing personal challenges. Subtle frameworks, like the Triangle of Support, can be transformative in addressing more complex needs while balancing individual and business outcomes.
Key Takeaways for Leaders
Rethinking performance management requires a shift in perspective and the right tools to implement changes effectively. Here are the next steps to take:
-
Conduct Workplace Needs Assessments
These assessments uncover specific challenges employees may face and provide actionable adjustments to support them. -
Invest in Training
Our leadership and HR training sessions are designed to help you rethink traditional approaches to performance management, equipping you with practical frameworks and strategies. -
Partner with Experts for Consultancy
For more complex cases or organisational challenges, we offer consultancy services to support you in creating tailored solutions that benefit both individuals and the business.
Performance management should never feel like a punishment. By focusing on understanding, support, and strengths, leaders can create an environment where employees feel empowered to succeed. This approach doesn’t just improve individual outcomes—it drives engagement, innovation, and productivity across the entire organisation.
Ready to rethink performance management in your organisation? Contact us today to learn more about workplace needs assessments, training, and consultancy services tailored to your business.
