Prior to MyEms
Can you describe the business culture and challenges that the managers, staff and business were experiencing?
Prior to [MyEms] managers were reluctant to proceed with disciplinary matters as they weren’t sure where to start or what information they needed to record, which resulted in inconsistent management, lack of clarity and substandard performance and behaviour. There was also a lack of HR visibility of performance discussions which increased risk where legal requirements were not met.
From a HR perspective, where was the majority of HR time spent?
HR spent significant time in the scripting and recording performance management conversations
What type of training did you engage in, and do you think the investment in the MyEms training was worthwhile?
Full day IDM training & Webinars resulting in increased clarity and confidence to act on poor performance & behaviour in an industrially sound manner.
Impact / Change
How has MyEms impacted/improved your managers your manager's capabilities?
Ability to provide clarity of their performance expectations, readiness to document incidents and performance, conversations consistency in message to employees, confidence to run responses meetings.
Describe how the organisation's culture has changed since implementing MyEms?
There has been an increase accountability for own performance and performance of team
How does MyEms help your business achieve its goals?
We have been using [MyEms] since its inception. Along with the training, [MyEms] has built manager confidence in documenting poor behaviour and performance and the subsequent conversations. With HR visibility we can make sure the conversations remain in track, are consistent with previous conversations and provide a quality check to the information recorded. The system has enabled us to provide our employees with clarity of our expectations, lift performance of underperforming employees and terminate employment of those employees with confidence that procedural fairness has occurred.