Performance Management


The key aim of the performance management process is to develop the team to assist the organisation in achieving its objectives.The organisation that embraces effective performance management is creating a strategic advantage in the marketplace.

The benefits of effective performance management include:

  • Improved organisational performance—staff become aligned with company goals
  • Improved productivity—performance is benchmarked to set challenging targets
  • Improves communication—promoting open dialogue and building better relationships
  • Clear accountabilities—a chance to recognise good performance and to address poor performance
  • Saves management time and reduces conflict—making clear cost savings
  • Ensures efficiency and consistency in performance—building team spirit
  • Clarifies expectation of employees—provides a chance to establish future objectives
  • Defines career paths and promotes job satisfaction—people feel cared about
  • Better employee retention and loyalty—feedback is crucial for personal development
  • This course is accredited by the Institute of Commercial Management (ICM), guaranteeing professional standards from a leading global professional body.

    Course Outline

  • What is Performance Management?—developing an understanding of what Performance Management is and how we embed it into the culture of the organisation
  • The Performance Management Cycle—showing that Performance Management is a cyclical process and demonstrating the requirements at each stage, including the need for ongoing reviews
  • The Key Skills of Performance Management, including:
  • Objective Setting—ensuring that objectives are clearly defined, describe performance requirements and are SMART
  • Ability or Motivation?—a simple tool to help assess the best approach to take in developing an individual
  • Adapting Your Leadership Style—applying the ability/motivation tool to a specific work based example
  • Feedback—identify what positive feedback is, and is not
  • Giving Difficult Feedback—providing some key tips on this topic
  • Judgemental or Behavioural Feedback?—ensuring that our feedback is on specific, observable actions rather than ‘feelings’
  • Performance Reviews—taking delegates through a six-stage process
  • Using the GROW Model to Joint Problem Solve—looking at the GROW framework from a Performance Management perspective and providing specific questions to aid the process
  • Managing Poor Performance—identifying which actions to take and when, with some key skills
  • Dealing with Poor Performance—a defined process to use
  • Ten Ways to Improve Your Team Performance—tips for analysis and review; how we can implement these in the workplace
  • Learning Outcomes

    By the end of this training, participants will have learned how to:

  • Explain their role in managing the performance of their team
  • Describe the key stages in the performance management process
  • Use performance management skills and techniques to create a development plan
  • Develop techniques to address poor performance
  • Review the challenges that face them within their specific team
  • Follow an action plan of their key development points
  • Who Should Attend

    Anyone involved in the performance management or appraisal process including directors, managers, team leaders and HR professionals

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