Corporate Strategies by SkillPath
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Effective Performance Management training is proven to help organizations:

  • Focus on performance planning and communication—instead of just an annual appraisal?
  • Set clear expectations that improve performance and productivity
  • Communicate with employees regularly and positively
  • Uncover the hidden reasons why employees fail
  • Avoid the damage caused by jumping to wrong conclusions regarding employee performance
  • Utilize effective tools and resources to manage employee performance on a regular basis

Of all the things that challenge managers, trying to get the best performance from each employee, every day, is probably THE toughest challenge to tackle. Annual performance appraisals typically don’t seem to bring about any lasting and desired behavior changes. Our Effective Performance Management training course provides a faster, easier and more effective approach to managing daily employee 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.

Who will benefit from this training

Seasoned managers
First-time supervisors
Team leaders
Anyone in a position that requires managing the performance of employees to achieve company goals




    SkillPath Training Information

    Corporate Strategies by SkillPath can bring the following topic to your company: Effective Performance Management

    Click on the link below for more information. http://www.skillpath.com/index.cfm/on-site/training/topic/employee-performance-management



    TRAINING AGENDA

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    What is performance management?

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    • What performance management is—and is not
    • A snapshot of key management activities
    • Providing your organization and employees effective performance management
    • Eliminating “I’m too busy” and other common excuses
    • The outcomes of focusing on performance planning and communication—instead of the dreaded annual review
    • The basic components of a performance management system and how to maximize the benefits
    • How to educate and prepare employees for performance management
    • How to make performance management work, even if your company is still managing “the old way”
    • The right set of interpersonal skills will speed managers to success

    Clearly define employee job responsibilities and expectations

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    • The awesome power of employee goals that are aligned with company objectives
    • Avoiding a top reason why employees fail: Not understanding what it is they’re supposed to do
    • Defining the job—where the performance management process begins
    • How to set daily, monthly and yearly goals that reveal where—and how much—improvement is needed
    • Developing standards of performance that will determine if the employee has succeeded
    • How to ensure employees understand how their contributions make a difference
    • Accomplishments of an initial performance planning meeting
    • How to define “success” for an organization and employees

    Communicate with employees frequently and constructively

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    • Why communication is so important to employee performance management
    • Using the many different communication options and formats
    • How to communicate improvement “advice”
    • How managers shut out employee feedback without realizing it
    • 5 guidelines for discussing performance problems without blaming, intimidating or interrogating the employee
    • Where the required annual performance review fits in
    • The power of having quick, how’s-it-going talks with employees every day … throughout the day
    • How to conduct interactive group meetings
    • The pros and cons of written status reports

    Reward employees for the right behaviors

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    • How to challenge each employee—including poor performers and high achievers
    • You get what you reward—how understanding this law of behavior can transform results
    • 7 practical things to make employees feel valued and recognized for their contributions
    • How to make recognition a natural part of your job
    • Accomplishments that managers should reward
    • Employee development—4 tactics for helping employees grow in their jobs and careers
    • Cash, time off, a simple thank-you—what really works?
    • How to use rewards to empower staff

    Recognize and understand causes of performance failure

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    • Tardiness, mistakes, absenteeism, procrastination—5 questions that’ll get to the bottom of what’s really going on with an employee
    • Performance management and getting employees to take responsibility for their own improvement and job satisfaction
    • 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
    • How discipline can produce a positive performance management outcome
    • The single most powerful question to turn a problem performer around
    • Could a work system be causing an employee to fail?
    • Investing in mediocre employees
    • No surprises—how this phrase takes on new meaning when managing daily performance

    Performance management tools to save time and get better results

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    • Draw a clear “big picture” and show employees where they fit into the organization with the Employee Professional Development Template
    • A problem employee hasn’t committed to improving—tap into the power of a well-planned Performance Improvement Plan
    • Follow the Critical Success Factors Checklist to keep employee performance on track
    • Keep track of employee development with a fast and easy Professional and Career Growth Worksheet
    • Beyond perfect attendance, what else should be rewarded? Our Developing a Recognition System Form will expand your thinking
    • Rate your organization or work group in 10 essential areas using a simple Performance Management Scorecard
    • Get performance management started with the Manager’s Prioritized Implementation Plan to identify when each tactic should begin