. 1. Examine three different performance management documents relating to one employee, process the information and then write a one page report outlining: What the employee is doing well - supported with evidence What the employee needs to improve - supported with evidence How you and the employee could together address the employee's shortfalls. 2. Over the course of a 6 week period, conduct at least one informal counselling session with an employee who needs it. Be sure only to start with simple questions about how things are going and try to conduct the session in the form of a loose chat. You should also talk to the employee about the reasons why they are struggling to perform to the expected standard and how they could improve their performance. Write a one page report detailing: How you think the session went What you did well What you could improve for next time The extent to which you think the employee's stated reasons for underperformance are legitimate. In your report, you may talk about broad topics of conversation you covered with the employee but make sure that you do not disclose any personal details about the employee that would identify them to anyone else. Everything they say should remain confidential. 3. Choose three staff members to speak to about their team's overall performance, and identify: One individual whose performance levels exceed the expected standards One individual whose performance levels fall below the expected standards The reasons why each individual is doing so well/falling behind The corrective action you could take to help the individual who is falling behind The recognition you could provide the employee is doing well, which would in turn encourage the rest of the team to improve their performance. Write a one-two page report detailing what you have learned and the conclusions you have come to with regards to what kind of corrective action you will take and what kind of recognition you will provide