Impact on the Organization

A  leader’s success is defined by the performance of others, so the most important  part of the leader’s job is guiding the performance of those he or she leads. By  utilizing a “performance management system,” the leader can successfully  clarify and set expectations, track and measure performance, and help team  members reach their goals.

Learning Objectives

THE PROCESS

  • Identify the phases of  effective Performance Management
  • Base assessments on facts  and performance
  • Use feedback to motivate  employees
  • Gain employee  participation in assessment
  • Gain employee commitment  to the changes needed to improve or maintain performance

Partner to align expectations

  • Set up each individual to  succeed
  • Identify individual  employees’ strengths and weaknesses
  • Develop a plan for each  individual, and work that plan
  • Maintain alignment of  goals at all levels
  • Gain employee commitment  to the changes needed to improve performance

Partner to help employees succeed

  • Identify what motivates  each individual
  • Create an environment for  success
  • Base evaluations on facts  and performance
  • Evaluate and document  performance
  • Perform periodic progress  reviews

Partner for a successful appraisal

  • Ask for and expect  excellent performance
  • Model what you want
  • Manage consequences
  • Recognize and reward good  performance
  • Refuse to accept poor performance

Program Description

This two-day  Performance Management Workshop is a highly interactive experience designed to  help managers understand the logistics associated with “performance management  systems,” and then put them into action in the workplace. Each segment builds  on the preceding one, and uses simulations and exercises geared to your  company’s unique environment, while  consistently emphasizing the communication and goal alignment necessary for  success.

The Workshop opens by introducing the concept and  components of a Performance Management System. Coverage includes developing  performance expectations (standards), tracking performance and giving feedback,  and reviewing performance. Participants practice performance reviews, interacting  with and following employee case scenarios throughout all four parts. Along the  way, they move throughout the entire performance review cycle, from ongoing informal  reviews through formal yearly performance evaluations.

Time Investment

Typically 16  hours.

Customization

This program can be customized to reflect your organization’s procedures, policies, cases, examples, and terminology. Please inquire about these optional consulting services.

keyboard_arrow_left
contact_support
email