How is underperformance defined, measured, and addressed at Impala? What's the difference between an 'excusable' and 'inexcusable' mistake?
There may come a time when an Impalan underperforms. This is how we've defined and chosen to respond to underperformance at Impala.
We want to be super transparent and open about this in advance. We think that approaching the conversation as adults, setting clear expectations, and offering transparency in advance, is how we Keep It Human, even in difficult conversation
Underperformance at Impala
What is looks like:
<aside> ☑️ We want everyone to have clarity on what underperformance specifically means and how it is addressed at Impala. At Impala, underperformance is when someone is not performing in line with the expectations that come with their role.
</aside>
How we approach it:
<aside> ☑️ We want everyone to have clarity on how we approach underperformance too. At Impala, we are committed to taking a proactive approach, with a focus on supporting and enabling Impalans to do their best work*.*
</aside>
At Impala, we believe: Performance = Potential - Interference
So when someone is not performing or underperforming, we believe that it’s down to that individual and their manager to identify any potential ‘Interference,’ and work together to remove it or mitigate the impact.
If someone is performing poorly, it's also up to the manager to ascertain whether ‘Interference’ is indeed the issue, or if it is Potential.