It is unreasonable to expect that everyone you ask to work with you will automatically understand your culture.
As they learn what it is like to work with you, they will learn your standards and what you require from them. It is at this stage of the employment cycle that we start to think consciously about performance management.
The first step is a well-written job description. We recommend that job descriptions are updated at least once a year at appraisal or a supervision meeting. Rather than overwrite existing versions, you should retain previous versions on file.
After the job description, the next stage in performance management will be the regular one-to-one with the line manager. This will often be your supervision meetings.
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