Performance Management

Who and why?

This course develops managers by exploring the people skills needed to manage performance effectively.  In particular it develops techniques to make that role an integral part of everyday business life. It is practical and interactive, using real business situations to enable participants to build confidence.

The course links the drive for performance improvement to pragmatic solutions reinforced with appropriate frameworks, tools and techniques.

Participants are encouraged to bring along details of their own performance management systems and will discover how developing staff can significantly increase overall business performance.

Course overview

The course aids managers in effective performance management by first enabling them to understanding best practice.  This is set within the management environment in which they operate.  It is also affected by the employment cycle, a model of how individuals and organisations grow.

Delegates will develop techniques to both maintain control of performance while empowering staff. Acknowledging the influences organisational culture has on performance management the delegates will also study individual motivation. The techniques learnt to improve performance will be based on developing versatility in managing people, considering how and when to intervene to get the best out of people.

The course develops questioning and listening skills and is underpinned by the need for objective setting. In addition, time is taken to consider what to do when things don’t go to plan; how to handle difficult situations – conflict, managing emotions and assertive responses. 

Key learning points

By the end of the course delegates will be able to:

• Apply the skills and qualities of effective people management
• Agree SMART development objectives that motivate the individual and drive the business forward
• Adapt their management style to suit the needs of the individual
• Give and receive constructive feedback
• Hold successful performance discussions
• Conduct constructive formal and informal reviews within the annual performance cycle
• Manage expectations
• Apply relevant KPIs to ensure better results
• Be equipped to ask the right questions in driving development