Michelle Halloran is an experienced Human Resource Management professional and an accredited workplace mediator providing training and consultancy services to organisations nationwide, in the Public and Private sector. She has spent a long career originally in executive and general management roles, then specialising in Human Resources management in Ireland, the UK and Europe, across various sectors including investment banking, information technology, manufacturing and services plus some time in the public sector, before starting her own HR consultancy business 17 years ago. Her key areas of expertise are in workplace investigations, disciplinary and performance management and employee relations, and the practical application of employment law in a HR context.
The subject of performance conversations never goes away for employers or HR professionals. It has been to the fore in this last year. Assuming our speaker is correct, how can you ensure your top performing Millennial employees remain top performers or get back to performing at their best, where they may have slipped or become demotivated, particularly when working from home and without obvious peer support in the next office?
Performance conversations are vital retention and motivational tools, regardless of the actual performance: poor performers are generally a drain on others until they are managed out, and top performers leave, unless managers show appreciation. And it’s not just a question of managerial capability – you need to equip them with
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