How do we manage performance at Travelodge?

At Travelodge, we don't focus on how to 'manage' performance.  We are a high performing company with brilliant colleagues who make that possible.  So instead of saying we 'managing performance', we focus on 'enabling high performance' and 'managing underperformance'. We enable high performance by giving our managers the tools to have 3 brilliant conversations with their team and by giving our colleagues the support to perform at their brilliant best. And we manage underperformance by following the underperformance process when necessary (you can find that process here)

At mid year and end of year, we ask that managers complete a formal review with their direct reports that involves 3 brilliant conversations:

• A conversation about wellbeing, so our colleagues feel supported and valued.

• A conversation about performance and behaviours, so our colleagues are clear on expectations.

• A conversation about career progression, so our colleagues are continuously growing personally and professsionally.

As wellbeing is personal, we don't document these conversations as everyone has different things they might want to talk about.  We just ask that our managers read the guide and ask the questions on a regular basis, either at the formal reviews or at another time that is more appropriate.

The performance and behaviour review should use the documents in the 'Reviews - what to use' section.  

As career progression is personal as well, we don't mandate that colleagues complete a generic PDP form, we ask that you discuss careeer development using the career guides in this section.