Requirements:In order to focus on your development needs, you
will be asked to think about the way appraisals and performance is
currently handled in your workplace, what you like and dislike and
specific situations you would like to discuss on the training course.
Course
suitable for:Designed for anyone directly responsible for
evaluating and managing others' work output - measuring and developing
'what' and 'how' staff approach their job. Learning to improve
communication over performance and help people reach their potential is a
reward in itself and by exploring in groups challenging scenarios, you
will learn to analyse your own management style and adapt your practices
to make a difference to your team.
The Value of Performance Management
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Defining performance management - what it is and the why it matters
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The benefits of effective performance management to the individual and
the organisation
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Looking at common reasons for underperforming and communicating
objectives
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Exploring your role as a performance manager and coach - ho- to get
the best from others
Setting Clear Expectations and Objectives
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Creating and communicating performance standards - ensuring the
expectations are clear
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Explaining and aligning the cascade of objectives throughout the
business
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Setting SMART individual and team objectives
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Defining and agreeing standards of behavioural performance- not just
'what staff do' but 'how' they go about it
Managing and Motivating for Individual Performance
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Practical approaches for managing the differing performance types i.e.
the peak performer, the developer, the ne- learner and the poor
performer
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Identifying your personal leadership and coaching style
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Flexing your personal leadership style to get the most from the
individual performer
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The link between motivation and performance
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Practical tips to motivate and increase performance in others -
meeting the needs of the individual
Improving and Developing Performance
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What to do when the performance plan doesn't work
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Ho- to pinpoint areas for learning and encourage others to take
ownership of their own development
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Creating and implementing opportunities for learning based on personal
styles, e.g. courses, mentoring, e-learning, books
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Praising and celebrating good performance in a safe environment
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The Performance Coach - spotting opportunities and keeping it informal
and positive
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Reviewing Performance - the tools that make it work!
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Monitoring and evaluating performance - suggested paperwork and
measures
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Gathering performance data and evidence
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Reviewing performance versus objectives and competencies
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Providing clear and motivational feedback on a regular basis to
improve individuals' daily performance
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Encouraging self-appraisal and revie-
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Communicating clearly - structuring revie- meetings
Managing Under Performers
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Identifying what constitutes poor performance
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Challenge behaviours and remain assertive, calm and approachable
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Offer constructive and timely feedback to improve performance
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Handling difficult people in a fair and confident manner - encouraging
them to find solutions and take ownership
Personal Development
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Formulating an action plan
