Description
The American Compensation Association found that companies that have implemented effective Performance Management programs:
Have higher profit, better cash flow & higher stock value.
Benefit from significant gains in productivity.
Realize higher sales and sales growth per employee.
Effective Performance Management programs can be viewed as a ‘win - win - win’ with:
Leaders finding that the approach:
Focuses organizational energy on strategic business objectives.
Managers & supervisors finding that it makes it easier to:
Talk to employees about their performance & development opportunities.
Identify & communicate what their employees should be doing.
Explain their promotion & raise decisions.
Employees to a greater extent understanding:
How to improve their performance.
Where to concentrate their personal development efforts.
The career paths that may be available.
A primary reason why employees sometimes don’t do what they are supposed to do is a lack of clear communication - which can be greatly improved through well-designed and executed performance appraisals, coaching & counselling programs.
What will you learn
Rationale for and the Anticipated Payback from Performance Management
Why Performance Management is Necessary in Today’s Business Environment.
The Financial Impact of Performance Management.
The ‘Win - Win - Win’ of Performance Management.
Implementing a Performance Management Program
Three Tools Needed to Facilitate Your Appraisal Program.
How to Utilize Organizational Success Factors & Core Competencies in Performance Management.
Ongoing Coaching and Counseling - that Supports Your Appraisal Message
Why Employees Don’t Do What They are Supposed to Do.
Why Managers Often Want to Avoid/Put Off Giving Feedback?
The Fallacy of Putting Off Giving Feedback on Performance.
Five Techniques for Giving Feedback.
The Differences between Coaching & Counseling.
When to Coach & When to Counsel?
Work Situations That May Require Coaching.
Work Situations That May Require Counseling.
Preparing for a Performance Appraisal Interview
Mutually Establishing and Clarifying Expectations: Objectives and Competencies.
Using S.M.A.R.T. Performance Objectives.
Resources for Establishing and Defining Objectives and Desired Outcomes.
Reasons for Documenting Employee Performance.
Creating Achievement/Incident Files.
Utilizing the F.O.S.A. Performance Documentation Format.
Questions to Ask Yourself When Preparing for a Performance Appraisal.
Useful Information to Gather Before Starting an Appraisal.
11 Steps to Prepare for an Appraisal Interview.
Conducting Effective Performance Appraisal Interviews
Seven Objectives for the Appraisal Interview
Performance Appraisal Discussion Starters
Six Techniques for Conducting Performance Appraisals
A Performance Appraisal Checklist for Managers:
- Personal Preparation.
- Conducting an Appraisal Interview.
- Closing the Discussion.
- Post Appraisal Follow Up.
Supervisors who want to improve their existing Performance Appraisal process and/or enhance their Coaching