Success from Day One: How to Empower Your Team from the Start

It’s a well-known fact that to get the most out of your teams, employees need clear expectations, motivation, the right skills, and access to support and resources. Relying on setting these out on day one or during induction isn’t enough. The most effective teams are those where performance management is embedded in an engaging, accountable, and productive way throughout the employee life cycle.

Effective performance management starts from the very first day and continues throughout an individual’s employment with the company. It involves setting objectives that are SMART (Specific, Measurable, Achievable, Relevant, and Time-bound), aligning individual goals with organisational priorities, and providing continuous feedback to foster development.

With expected forthcoming changes to day one rights under UK employment law, it’s even more crucial to set clear performance expectations early on. Although the expected changes are still to be confirmed by the government it is anticipated that employers will soon be required to provide employees with certain key terms of employment from their first day. This reinforces the importance of having structured probationary reviews and performance discussions starting as soon as someone starts a position within your organisation.

Top 5 Performance Management Tips:

1. Set Clear and Achievable Objectives
   • Ensure employees understand what is expected of them;
   • Align individual objectives with company-wide goals;
   • Regularly review and adjust targets as business needs evolve.
2. Conduct Regular 121s
   • Schedule consistent check-ins to discuss progress, challenges, and support needs;
   • Encourage open two-way communication to build trust and engagement;
   • Regular reviews boost confidence and reduce the need for formal processes to be initiated.
3. Support Mechanisms for Employee Success: Providing support early can significantly enhance employee performance and wellbeing:
   • Mentoring or Buddy Systems – can help facilitate smoother onboarding and development.
   • Occupational Health (OH) – to help Identify any workplace adjustments needed, if applicable.
   • Software Solutions – tools like BreatheHR can streamline performance tracking and feedback, saving time and documenting meetings.
   • Employee Assistance Programmes (EAP) –support employee mental health and wellbeing.
4. Address Underperformance Proactively
   • Use informal discussions to address concerns early;
   • If necessary, implement a Performance Improvement Plan (PIP) with clear steps for progress and expectations;
   • Provide support and resources to help employees meet expectations.
5. Maintain Accurate Records
   • Document performance discussions, feedback, and any agreed actions;
   • This ensures fairness, transparency, and legal compliance if formal action is required;
   • HR software like BreatheHR, can help automate reminders, schedule meetings and store records efficiently in one place.

Embedding performance management from day one is essential for building high-performing teams. With the latest changes in UK employment law, ensuring structured probation reviews, continuous feedback outside of formal reviews, and strong support mechanisms can enhance engagement and productivity while protecting your business. By following these best practices, you can create a positive and accountable culture that benefits both employees and the company.

Sources:
CIPD Best Practices in Performance Management
ACAS Guides on Performance Management