{"id":9122,"date":"2023-07-06T01:17:00","date_gmt":"2023-07-06T01:17:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&p=9122"},"modified":"2026-03-20T09:53:33","modified_gmt":"2026-03-20T09:53:33","slug":"performance-development","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/performance-management\/performance-development\/","title":{"rendered":"5 steps to creating a performance development strategy"},"content":{"rendered":"\n
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by Bar Huberman<\/strong>, Content Manager, HR Strategy and Practice at Brightmine<\/p>\n\n\n\n

Organisations benefit when employees contribute ideas, innovate and use creativity to find solutions. But how do you unlock your people’s full potential? They need to be stretched, challenged, supported and developed. We set out the five steps to achieving this.<\/p>\n\n\n\n

1. Start with an effective job description<\/h2>\n\n\n\n

Employees who have clarity over their responsibilities and tasks are more effective at work.<\/p>\n\n\n\n

All too often, job descriptions are too long, not aligned with the organisation’s and team’s wider goals and, worse still, out of date.<\/p>\n\n\n\n

To be effective, job descriptions should be created following a job analysis, which should include a fact-finding exercise about what the jobholder does, and involve a range of stakeholders.<\/p>\n\n\n\n

It is also important for line managers to refer to job descriptions regularly in discussions with their team, so everyone is clear about the requirements of their role.<\/p>\n\n\n\n

In addition, HR teams need to support their line managers to review job descriptions with their team regularly. Businesses need to adapt constantly to the evolving external landscape, and a fixed job description that does not change over time is not leading practice.<\/p>\n\n\n\n

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More resources<\/h3>\n\n\n\n