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Course Overview Achieving and maintaining high performance from individuals is a key challenge for managers. The skills to manage individuality, maintain organisational goals, develop responsibility in others and deal productively with under-performers are critical to maximising employee productivity. In this course, you gain the knowledge and skills to focus the performance of the people you manage through clear, agreed performance plans and constructive, future-focused appraisals. Audience Anyone who manages the performance of others as well as those establishing a performance management process or developing others to manage performance. Skills Gained - Develop the skills and techniques to maximise performance and value in your staff
- Work in partnership with your employees to align individual development with organisational goals
- Prepare and conduct a planning meeting to establish outcome-focused performance plans
- Foster commitment to success through effective communication
- Employ monitoring, gathering and feedback techniques to keep performance on track
- Deliver positive and productive performance appraisals
Course Outline Setting the Stage - Attitudes and approaches to managing performance
- The formal and informal aspects of performance planning and appraisal
People and Process in Partnership Specifying the approach to performance planning and appraisal - How managers achieve success through their staff
- Focusing on organisational imperatives
- Developing potential through recognising individual needs
- Positioning the employee as the customer
Integrating the four pivotal components of performance management - People, process, partnership and philosophy
- Generating shared commitment
- Connecting the components to amplify impact
Structuring a Framework for Building Performance Preparing for the performance planning meeting - Gathering a thorough information base
- Rehearsing your mindset and approach
- Guiding the employee's preparation
Conducting the planning meeting - Agreeing on objectives, measures and standards
- Establishing feedback mechanisms
- Offering support through continuous performance appraisal
Transitioning to Performance Manager and Coach Taking on the role of performance manager - Providing the context and creating the climate
- Generating awareness to encourage responsibility
- Moving from compliance to commitment through trust and partnership
Developing a coaching mind-set - Shifting away from helping, guiding and directing
- Empowering employees through well-constructed questions
- Building a positive mutual learning environment
- Motivating employees by demonstrating high expectations
- Developing the art of giving and receiving feedback
Managing the Journey to Success Monitoring performance - Maintaining continuous and ongoing communication through formal and informal methods
- Tracking progress
- Taking action when problems arise
- Implementing a step-by-step process for dealing with under-performance
Techniques for gathering information - The how, what and why of information gathering
- Practicing CBWA to deliver and receive feedback
- Documenting performance appropriately
Delivering a Positive Performance Appraisal Conducting the performance appraisal - Preparing the logistics and tailoring the delivery
- Selecting the appropriate delivery techniques
- Structuring the appraisal dialogue for maximum mutual benefit
- Generating new performance plans from appraisal output
Effective communication skills for positive appraisals - Creating rapport and reducing bias
- Behaviours that help or hinder the process
- Employing precision questions
- Responding to different appraisee reactions
Implementing Best Practices - Operating effectively within organisational constraints
- Optimising planning and appraisal processes without bypassing procedures
- Ensuring positive performance partnerships in challenging circumstances
- Defining actions to improve processes within your workplace
How to make a booking for the 274 course
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