Length: 2 Days
Performance Management Training
Performance management is an extremely important system for every organization to have in place as it targets some of the main issues every company faces.
One of those issues that performance management zeros in on is keeping employees engaged. In a yearly appraisal system, goals are given at the beginning of the year and then revisited 12 months later to see if they had been met. Most experts in this area now agree that this long stretch of time without feedback or check-in is an almost certain engagement killer.
In fact, 94% of employees would prefer their manager gives them feedback and development opportunities in real time, and 81% would prefer at least quarterly check-ins with their manager, according to various studies. Some 74% of employees feel that they would be more effective with more frequent feedback.
Polls show that a whopping 68% of executives don’t learn about employee concerns until the performance review.
Performance management defines the interaction with an employee at every step of the way in between major life cycle occurrences.
When done correctly, performance management makes every interaction opportunity with an employee into a learning occasion.
Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization by way of finding a new job or retiring.
The benefits of effective performance management are considerable, but the main idea is that by focusing on the development of employees and the alignment of company goals with team and individual goals, managers can create a work environment that enables both employees and companies to thrive.
It’s important for organizations to understand that in contrast to other systems of reviewing employee performance, such as yearly performance appraisals, employee performance management is a much more dynamic and involved process with better outcomes.
For the Human Resources department, performance management is an important system for onboarding, developing and retaining employees, as well as reviewing their performance.
It is increasingly understood that a yearly performance appraisal system does not effectively engage employees, fails to consistently set and meet company objectives, and does not result in a strong understanding of employee performance.
In any organization, no matter the size, it is important to understand what your employees are doing, how they are doing it, and why they are doing it.
Performance Management Training Course by Tonex
Performance management training covers the concepts, definitions, methods, and approaches associated with performance management.
Performance management is the protocols applied to manage this manner. We will help you to ensure that the personnel are doing the right thing. You will learn how to lead your team towards the organization’s purpose so that their effort and hard working won’t go to waste.
Performance management training teaches you that a Key Performance Indicator (KPI) is a quantifiable matrix that replicates how well an organization is accomplishing its stated goals and objectives.
- What is the vision of organization for the future?
- What is the strategy? How will the strategic vision be achieved?
- What are the organization’s goals? What needs to be done to keep moving in the strategic direction?
- What are the Critical Success Factors? Where should the focus be to accomplish the vision?
- Which metrics will specify that you are effectively following your vision and strategy?
- How many metrics should you have?
- How often should you quantify?
- Who is responsible for the metric?
- How complicated should the metric be?
- How do you make sure the metrics reproduce strategic drivers for corporation accomplishment?
Performance management training discusses various styles and models of managing people behavior, as well as best practices and effective strategies. You also will be introduced to real-world examples of performance managers.
Tonex performance management training is a combined package of lectures and practices. The practical exercises include several group activities and hands-on workshops. You will get to experience what you are taught with real-world examples and case studies.
Performance management training is a 2-day course designed for:
- Managers and supervisors
- Team managers
- Project managers
Upon the completion of performance management training, the attendees are able to:
- Concentrate on performance planning and communication, rather than an annual evaluation
- Establish unambiguous perspectives that enhance performance and productivity
- Interact with staff routinely and in a positive manner
- Display the latent reasons why employees fail
- Inhibit the damage resulted from wrong conclusions in terms of employee performance
- Apply appropriate methods and resources to manage employee performance on a routine base
- Provide effective feedback
- Deal with difficult messages
- Establish reachable objectives and expectations
- Help other people to grow
- Use acknowledgement and praise
- Handle conflicts as they arise
- Avoid worsening problems
- Consider all aspects of things
- Manage feelings
- Manage difficult people
- Build confidence
- Establish effective boundaries
Overview of Performance Management
- Definition of performance management
- Evolution path
- Methods and tools
- Examples of effective performance management
- Performance management components
- Poor Performance characteristics
- Reasons behind poor performance
- Attitude related issues
- Coaching performance
Performance Management Process
- Performance management as a process of management
- The performance management cycle
- The performance management classification
- How performance management operates
- Performance management actions
- Performance management in action
Individual Performance Improvement Process
- The GROW method
- The OUTCOMES method
- Personal Development Program (PDP)
- Providing effective feedbacks
Team Performance Improvement Process
- Building a high-performance team
- Team evaluation
- The 12 conditions
- Accomplishing a high-performance team
Performance Planning and Agreements
- Performance and development planning
- Role profiles
- Setting objective
- Performance measures and evaluations
- Performance planning
- Development planning
- The performance agreement
- The performance review meetings
- Performance review issues
- Performance review issues
- Organizational problems
- Requirements and evidence
- The effect of management strategy
- Performance review competencies
- Outcome issues
- Handling positive and negative components
- Reviews are communications channels
- Past performance vs future potential
- When should reviews be held?
- Giving feedback
TONEX Group Activity Sample: IRS 2003
The 2003 IRS survey, including 47 organizations, demonstrated three key approaches to performance management:
- A clear strategy
- A general approach
- A few initiatives
Also, respondents were asked to evaluate the efficiency of their performance management practices, which the results were as following:
- On-the-job training – 81%
- Employee appraisals – 77%
- Performance-related bonus – 44%
- Cascading information via managers – 54%
- Competence frameworks – 54%
- Business strategy of continuous improvement – 50%
In small groups, discuss why each of the practices received their associated percentages. Also, discuss the effectiveness of the three approaches mentioned above.
Performance Management Training