{"id":41294,"date":"2026-11-05T01:51:13","date_gmt":"2026-11-05T06:51:13","guid":{"rendered":"https:\/\/www.ldhr.org\/?p=41294"},"modified":"2026-11-05T01:51:13","modified_gmt":"2026-11-05T06:51:13","slug":"performance-management-ldhr-preparations","status":"publish","type":"post","link":"https:\/\/www.ldhr.org\/pl\/performance-management-ldhr-preparations\/","title":{"rendered":"Performance Management: LDHR Preparations"},"content":{"rendered":"
\n\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

\"\"LDHR PREPARATIONS\u00a0<\/span><\/b><\/h2>

Putting the cultural pieces in place will hopefully address many performance issues before they become problems. In addition, part of your role in LDHR means you will also want to ensure you have the necessary LDHR elements already in place for when performance issues start to emerge.\u00a0\u00a0<\/span><\/p>

Here are three categories to think about: <\/b>\u00a0<\/span><\/p>

\"\"
\"\"\u00a0 \u00a0Clear Documentation.<\/b> This is often the piece of the puzzle that people think about too late. LDHR needs to maintain consistent records of performance discussions, goals, and outcomes. In the Christian sector, grace and forgiveness often lead to leaders not documenting issues in the early stages of a performance issue, which makes addressing the issue harder later on because there is no record of patterns of behaviour. For the protection of the organisation, meeting legal requirements (in many countries), and being fair to the staff member, ongoing documentation is essential. It\u2019s always a judgement call when a general development concern tips the balance into becoming a \u201cperformance issue\u201d, but if in doubt, keeping at least a temporary record file with LHDR is helpful.<\/span><\/p>

\"\"\u00a0 \u00a0Training for Team Leaders<\/b>.<\/b> To ensure clear documentation, we need to help team leaders understand the need to keep their own records of conversations or concerns they spot, including <\/span>specifics<\/span> and <\/span>dates<\/span>.\u00a0 Helping them spot and address issues early through the Staff Development Cycle, and having structured, <\/span>constructive conversations<\/b><\/a> when needed, is a useful training intervention. Finally, giving guidance on when to involve LDHR in the process is vital.\u00a0\u00a0\u00a0<\/span><\/p>

\"\"\u00a0 \u00a0Support for Underperformance<\/b>.<\/b> Most of our staff are highly passionate and committed, but sometimes they lack the skills they need. We\u2019ll talk more about Performance Improvement Plans below, but much of the effectiveness of these plans and other interventions relies on having usable solutions already in place to support staff. For instance:\u00a0\u00a0<\/span><\/p>