In Effective Performance Management, you'll learn...
- What happens when you focus on performance planning and communication—instead of just an annual appraisal?
- Setting clear expectations—you won’t believe the difference this makes in productivity
- Why communicating with employees regularly and positively is the most important thing you can do to support their success
- When employees fail: How to uncover the hidden reasons and avoid the damage caused by jumping to wrong conclusions
- And much more!
Of all the things that challenge you in your job as a manager, trying to get the best performance from each employee—every day—is probably THE toughest challenge you must tackle. Annual performance appraisals don’t seem to bring about any lasting behavior change, do they? This new seminar introduces you to a faster, easier and more effective approach to managing daily performance. Performance management is about planning performance, diagnosing the causes of problems, communicating frequently, reinforcing good behavior—and creating a work environment where employees can improve and succeed.
WORKSHOP AGENDA
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Performance Management: What Is It?+
- What performance management is—and is not
- A snapshot of key management activities and why you need to do all of them correctly
- Providing what your organization—and your employees—want and need from performance management
- Eliminating “I’m too busy” and other common excuses
- What happens when you start focusing on performance planning and communication—instead of the dreaded annual review
- The basic components of a performance management system and how to fit them together to maximize the benefits
- How to educate your employees and prepare them to work with you
- How to make performance management work in your environment—even if your company is still managing “the old way”
- The right set of interpersonal skills will speed you to success—do you have them?
Clearly define employee job duties and your expectations+
- The awesome power of employee goals that are aligned with your company’s objectives
- Avoiding a top reason why employees fail: Not understanding what it is they’re supposed to do
- Defining the job—this is where the performance management process begins
- How to set daily, monthly and yearly goals that reveal where—and how much—improvement is needed
- The tough part: Developing standards of performance that will tell you if the employee has succeeded
- How to cement your staff’s commitment by helping them understand how their contributions—big and small—really do make a difference
- What you need to accomplish in an initial performance planning meeting
- How to define—in concrete terms—”success” in your company and how employees can achieve it
Communicate with employees frequently and constructively+
- Communicate … communicate … communicate: Why this is 95% of your job as a performance manager
- Using the many different communication options and formats—both formal and informal—available to you
- How to communicate improvement “advice” just as you would praise and thanks
- How managers shut out employee feedback without even realizing it
- 5 guidelines for discussing performance problems without blaming, intimidating or interrogating the employee
- Where the required annual performance review fits in (when you practice performance management all year, reviews are a breeze)
- The power of having quick, how’s-it-going talks with employees every day … throughout the day
- How to conduct group meetings so you’re not the one doing all the talking
- The pros and cons of written status reports—are they a waste of time and paper or not?
Reward employees for the right behaviors+
- How to challenge each employee—including poor performers and high achievers
- You get what you reward—how understanding this law of behavior can transform the results you get as a manager
- 7 practical things any manager can do—regardless of budget—to make employees feel valued and recognized for their contributions
- How to make recognition a natural part of your job—no matter how busy you are or how awkward you feel
- Accomplishments you may never think about rewarding—but should
- Employee development IS part of your job—4 tactics for helping employees grow in their jobs and careers
- Cash, time off, a simple thank-you—what really works?
- How can you use rewards to empower staff? Some of the best advice you’ll ever get
Diagnose and address the real causes of performance failure+
- Tardiness, mistakes, absenteeism, procrastination—5 questions that’ll get to the bottom of what’s really going on with an employee
- Performance management is all about getting employees to take responsibility for their own improvement and job satisfaction—how to make that happen
- How the lunchroom is often the best place to detect early difficulties employees may be having
- How to approach a poor performer with facts—not emotions
- How to focus on the future—instead of raking an employee over the coals for a past failure
- Discipline: How it’s different—and more likely to produce a positive outcome—in a performance management world
- The single most powerful question you can ask to turn a problem performer around—on the spot
- Could your work system be causing an employee to fail?
- Mediocre employees: Should you invest in their performance? Or move them out of the way?
- No surprises—how this phrase takes on new meaning when managing daily performance
Save time and get better results faster by using the right tools+
- My employees don’t understand why their jobs matter. Draw a clear “big picture” and show where they fit in it using the Employee Professional Development Template.
- A problem employee hasn’t really committed to improving. Tap into the power of a well-planned Performance Improvement Plan reinforced with your positive support.
- Am I doing the right things to make performance management work? Follow this Critical Success Factors Checklist to get and stay on track.
- I don’t have time to track the professional development of every employee. You do now, with the easy and fast Professional and Career Growth Worksheet.
- Beyond perfect attendance, what else should I reward? Our Developing a Recognition System Form will expand your thinking faster than anything.
- How am I doing so far? Rate your organization or work group in 10 essential areas using a simple Performance Management Scorecard.
- What do I do and in what order to get going with performance management? Follow the Manager’s Prioritized Implementation Plan to identify when each tactic should begin—and kick-start your success.
