Performance Management
A company is only as good as the talent behind it. Performance management is extremely important, as the act of consistently and accurately evaluating employee performance is essential to both individual success and the overall success of an organisation. Performance Management is a process for establishing a shared workforce understanding about what needs to be achieved. It’s about aligning the organisational objectives with the employees’ skills, competency requirements, development plans and the delivery of results.
Performance Management Through 5 Key Conversations
Manage the development of high-performing employees through collaborative and constructive dialogue. By engaging employees daily in meaningful, performance-related conversations, managers build relationships and get results in a less awkward, more productive atmosphere.
Performance Management Through 5 Key Conversations is designed to help managers identify their skill level in engaging employees in five key types of performance-related conversations. The instrument allows managers to create a profile of skill level in each of the 5 Key Conversations (comparing self-assessment# with peer feedback), providing insight on the areas for improvement.
Learning Outcomes
- Identify conversational areas in need of development
- Compare perceptions with valuable feedback from direct reports
- Develop vital performance-related conversational skills
Audience
Managers, and anyone who conducts performance evaluations.
Duration
½ day
Remarkable Performance Development
The ideas and practices shared in this program are applicable no matter your organisation’s current approach. The tools and techniques provided allow leaders to make significant and important change within the confines of existing systems, offering ways to implement a proven and reliable process for ongoing, improved performance that has real results.
Remarkable Performance Development is the foundation to changing the mindset, language, and, most importantly, behaviours of leaders so that real performance development can occur whatever the current or future performance management process might be in your organisation.
Some organisations have tested and adopted new processes, but most, in the end, limp along, knowing they want to make the performance management process better, but lack the resources and political capital to change it.
The good news is that the ideas and practices shared in this program are applicable no matter your organisation’s current approach. The tools and techniques provided allow leaders to make significant and important change within the confines of existing systems, offering ways to implement a proven and reliable process for ongoing, improved performance that has real results.
Audience
Managers, and anyone involves in performance management.
Duration
2 days