This programme is designed not only to enable managers to become familiar with the mechanics of performance review, but also to offer a broad understanding of why a performance issue might exist and how best to deal with it. All Phoenix courses are tailored on demand. Suitable for: Suitable for: line managers and all those responsible for managing and developing employees directly, whether through an official appraisal system or not.
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Course programme
Course Objective: as a manager you cannot mandate excellent performance from your staff – individuals only give of their best if they have the appropriate knowledge, skills and attitude to do so. This programme is designed not only to enable managers to become familiar with the mechanics of performance review, but also to offer a broad understanding of why a performance issue might exist and how best to deal with it, so that they can lead, encourage and inspire others to achieve maximum performance.
By the end of the course participants will be able to:
Define the importance and value of an assessment system to their organisation and their staff
Recognise the consequences of job performance versus job satisfaction in the context of performance management
Understand and explain the ‘Assessment Cycle’
Determine objectives that reflect the ‘SMART’ principles for both the ‘what’ and ‘how’ elements of an individual’s job
Complete and action all their competence assessment documentation
Appreciate the impact of both verbal and non-verbal communication during assessment/review meetings
Recognise the 4 basic reactions likely to be encountered during review meetings and use appropriate verbal and non-verbal skills in response
Recognise the ‘reaction to bad news’ cycle
Use questions appropriately and listen actively to responses
Structure a constructive, two-way assessment/review meeting
Determine appropriate solutions to training and development needs
Develop a strategy for coping with a poor performer Course Content
Performance versus satisfaction
The Assessment cycle
Determining objectives – establishing SMART objectives for both the ‘what’ and the ‘how’ of an individual’s job role
The competence assessment meeting
The communication process
Giving and receiving constructive feedback
Assessing poor performance
Reactions to ‘bad news’
Application and transfer back to the workplace and specific individuals – developing specific / dynamic Personal Development Plans
Implementing and maintaining effective monitoring processes
Except in the case of Open Courses, all Phoenix workshops are tailored on demand, which means that we will develop the final agenda with you to deliver exactly the training you want, at the level you need, within the timeframe you decide.
Additional information
Payment options: Except in the case of Open Courses, all Phoenix workshops are tailored on demand, which means that we will develop the final agenda with you to deliver exactly the training you want, at the level you need, within the timeframe you decide.
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