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overview
Key Learning Objectives
- Understand the importance and purpose of strong performance management
- Learn how to create and implement a robust performance management process
- Create a strategy based performance management framework and plan that aligns to cultural and financial business outcomes
- Identify key behaviours required in performance planning by recognising how to commit and promote ongoing performance management, rather than simply the performance review
- Discover how to spot the warning signs of poor performance and take pre-emptive action
- Understand motivation in the work place and how to achieve the most from your employees
- Learn ways to reward good performance, both financially and non-financially
- Ensure that all team members understand and commit to their goals, and are clear about how their progress will be measured
- Discover how to provide effective coaching and deliver constructive feedback
- Effectively prepare for the performance review
- Provide timely, effective actual reviews, practicing the ‘art of no surprises’
About the Course
As a manager, one of your primary concerns and responsibilities involves managing the performance of your business unit and the people who report to you. This presents a wealth of unique challenges ranging from the personal to the professional, and it’s your job to deal with them.
Many performance issues are left to have a much larger impact than they should – when corrective action is often the only option. If the issues and causes are dealt with in the early stages it can save you and your organisation a huge amount in terms of time and resources. There is a much better way!
This course will help you plan, execute, assess and review performance by adopting a proactive approach to performance. It will equip you with a workable set of tools and a framework for managing performance that can be implemented for any individual, team or within any organisational environment.
This ground-breaking training program has been specifically designed for managers, not HR people. It’s for managers who want a complete, practical and proven approach to the realities of performance management.
If you ever have to manage and minimise the effects of poor performance, this course will dramatically increase your chances of a successful and desired outcome.
Managers invariably find themselves spending the bulk of their time dealing with the performance of their weakest team members. This is usually at the expensive of investing more time with the strongest team members, who are often responsible for the bulk of performance success. This course will help you address this common imbalance!
Who Will Benefit
Developed after extensive research and consultation with professionals at all levels within business, we have highlighted the key performance management skills that every manager must possess in order to operate at the highest level.
The course is essential for all managers and leaders who recognise that an effective approach to performance management is an essential set of skills that they must develop.
It will prove invaluable for experienced managers who want to develop their skills to a higher level. It will also be essential for managers who have had no formal exposure or training with regards to managing performance.
Testimonials
“The instructor was inspirational, warm and built rapport with participants immediately and throughout the course. I learnt how to structure my communication in a succinct, clear and influencing way.”
Senior Brand Manager, McDonalds Australia
Terms & Conditions
To read the training course terms and conditions read more here
Course Outline
UNDERSTANDING THE RATIONALE FOR PERFORMANCE MANAGEMENT
- Why performance management is one of the biggest challenges facing 21st century managers
- Assessing the performance cultures
- Understanding the role of performance management in gaining the competitive edge
- Applying different performance standards and measures
- Performance management vs disciplinary processes
- PRACTICAL EXERCISE
THE IMPORTANCE OF PRE-EMPTING PERFORMANCE ISSUES
- Observing early warning signs that performance issues need to be addressed
- Do you have a performance management problem or an HR problem?
- What pre-emptive actions do you have at your disposal as a manager?
- How to assess the likely impact of the issue
- Linking performance management challenges to the appraisal process
- Why most managers bury their head in the sand rather than addressing performance issues at the early stages
- How to approach the initial stages of a performance management problem
- PRACTICAL EXERCISE
DEALING WITH POOR PERFORMANCE
- Understanding the usual root causes of poor performance
- The importance of acting swiftly – damage limitation
- Getting to the heart of the real problem
- How deeply can you probe without compromising the rights of the employee?
- What is perceived to be the problem is unlikely to be the real cause
- Addressing a sudden drop in performance
- Ensuring your practices are compliant with modern HR constraints
- Presenting the business case for improvement
- Critical assessment: how likely is it that the issue can be solved through a performance management process?
- Assessing when it’s appropriate to involve HR in the process
- PRACTICAL EXERCISE
IMPLEMENTING A PERFORMANCE MANAGEMENT PROCESS
- Preparing a case for performance management
- How to communicate with the team or individual concerned
- Preparing for the emotional impact
- Ensuring you take the person out, but leave the problem in
- How to diffuse emotionally charged scenarios
- Preparing for a performance management meeting
- Conducting a positive review when there is no improvement
- PRACTICAL EXERCISE
ESSENTIAL COMMUNICATION SKILLS
- Set the rationale (business case) for the process being implemented
- How to illicit detailed feedback
- Present expectations, requirements, outcomes and objectives – explicitly
- Check for shared understanding, compliance and commitment
- Setting tangible, performance focused objectives
- Managing time-scales, feedback and work-flows
- Clarifying agreements and expectations from all parties
- PRACTICAL EXERCISE
MOTIVATION AND PERFORMANCE MANAGEMENT
- Keeping them motivated during the performance management process
- Striking the balance between fear and reward
- Understanding motivational triggers
- How to de-motivate in one easy lesson!
- Empowering individuals through recognition, challenge, delegation and feeling valued
- Using money as a motivational tool
- Reviewing progress and rewarding successes
- PRACTICAL EXERCISE
APPLYING PERFORMANCE MANAGEMENT PRINCIPLES TO THE TEAM
- Getting to grips with the performance differences between teams and individuals
- Identifying the root causes of mediocre team performance
- Identifying what changes can be made immediately
- Implementing a team-wide performance management process
- The importance of empowering and motivating teams through times of change and uncertainty
- Differentiating between reward and motivation
- Empowering individuals through effective delegation
- PRACTICAL EXERCISE
THE MANAGER’S ROLE IN MAINTAINING HIGH LEVELS OF PERFORMANCE
- Why accepting personal responsibility and ownership for performance is a number one priority
- Creating an environment where individuals and teams can thrive – what does the team need from you?
- Are goals, objectives and requirements clearly communicated in your department?
- Ensuring subordinates really understand what is expected of them
- There are two options available to every manager when performance is an issue: take action, or not take action
- Keeping cool under pressure – a practical approach
- PRACTICAL EXERCISE
TURNING GOOD PERFORMERS INTO GREAT PERFORMERS
- Consistency in approach when reviewing team performance
- Benchmarking core competencies and spotting potential
- Taking developmental risks and follow-through in decision making
- The manager as a coach in propelling performance to new heights
- A model for coaching
- Succession planning and staff retention factors
- PRACTICAL EXERCISE
TIME MANAGEMENT REVIEW
- Reviewing the cyclical performance curve and the impact on key result areas.
- Understanding why we can be subjective instead of objective with performance issues
- Who are your A star performers and how do you value their contribution – what lessons can be learned?
- Planning and prioritising your time between A, B and C star performers – what is your ratio calculation?
- Identifying the hidden, silent superstars in your team and tapping into their potential
- Who offers the best return on investment, and how do you apply your findings?
- PRACTICAL EXERCISE
On-site & in-house training
Deliver this course how you want, where you want, when you want – and save up to 40%! 8+ employees seeking training on the same topic?
Talk to us about an on-site/in-house & customised solution.
contact
Still have a question?
Sushil Kunwar
Training Consultant
+61 (0)2 9080 4395
training@informa.com.au