Performance Management for Managers
Enabling managers to develop maximum performance in others
To many managers, managing performance means holding an annual appraisal and little else. It is all too easy to a manager to forget that their primary responsibility is to get the best out of those they manage on an on-going, continual basis.
In today’s workplace there is a constant pressure to improve people’s performance. The biggest single influence on an individual’s performance at work is the interaction between them and their manager. If managers are given the skills to enhance performance and the motivation to use those skills, they will improve the performance of their people, themselves and the whole organisation.
The attitudes encouraged and skills developed by this training programme will help managers to play their full part in managing and developing the performance of their people.
Participants will learn to:
- Establish a clear understanding of expected performance and behaviour
- Monitor and assess performance
- Provide people with the best quality feedback possible
- Correct performance shortfalls
- Build on performance successes and develop people to their full potential
Suitable for line managers who are responsible for evaluating and managing the performance of others and need to help people achieve their potential.
Performance Management Challenge
- Participants review a small company to identify performance management problems and possible solutions which will increase efficiency
Are you a Modern Performance Manager?
- Defining Performance Management: what it is and why it matters
- Examining ‘technical’ vs. ‘people’ management activities
- Clarifying the role of the manager in terms of performance management
- Assessing our own managerial behaviours that contribute to good performance
- Making performance management part of our everyday management style
Clarifying Performance Expectations
- Aligning manager and employee perceptions of performance expectations
- Agreeing performance requirements with people using the ‘Key Area Framework’
- Deciding when to set ‘SMART’ objectives and when to set standards
- Clarifying the difference between acceptable and exceptional performance
- Determining important but less tangible, non-quantifiable aspect of performance
Monitoring and Assessing Performance
- The difficulties in assessing performance
- Avoiding unintentional bias within assessments
High Quality Feedback
- The importance of feedback
- Providing clear, highly effective and motivational feedback
- Encouraging self-appraisal and review
- Praising & celebrating good performance
Correcting Performance Shortfalls
- Applying a 3 stage formula to manage underperformance
- Practice and feedback in handling difficult performance situations
Developing Maximum Performance
- Prioritising development of different team members
- Powerful methods of developing others
Video Content
- Video content is used to reinforce learning including the Video Arts productions: ‘Performance Review: Every Managers Nightmare’, and ‘Performance Matters: The importance of Praise’
Personal Developing Action Planning
- Participants build a personal performance management skills profile. This profile forms the basis of an action plan to transfer the learning to the workplace
“This has given me everything I need to know to start my position as a team leader.” Craig David, Concise IT
“I have gained a complete overview of performance management and an understanding of where I need to improve and how I need to achieve this.” David Hassan, Youth Justice Board
“This course has given me the confidence to help implement vital changes to the organisation in terms of improving performance of employees and the company. Delivered with skill and a glint! Another empowering and enjoyable course. Thank you” Nadine Southern, Director, Concise IT