PERFORMANCE MANAGEMENT & APPRAISAL (2 DAYS)
OBJECTIVE
Setting expectations and giving accurate, diagnostic feedback to employees about job performance is one of the most important tasks that managers and supervisors need to undertake. Effective job performance management is even more critical when salary increases and variable bonuses are linked to performance.
Yet, few managers feel comfortable in the performance management role and some even shy away from it. Only when a sound system of performance management is in place, can managers in an organization optimize the potential of their human resources.
The objective of this programme is to:
- Expose managers to the purposes and importance of effective performance management
- Enable managers to gain confidence in conducting appraisal discussions
- Equip managers with the necessary skills to play an effective role in the performance management system in their organization.
LEARNING OUTCOMES
- Understand the link between effective performance management and the strategic direction of a company.
- Recognize the essential elements of an effective performance management system.
- Gain confidence and skills in conducting performance appraisal discussion using competency-based approach.
- Practice specific techniques in a role-play performance discussion.
- Distinguish between performance issues that can be addressed through performance management and those that would benefit from specialized help.
KEY WORKSHOP HIGHLIGHTS
- Performance Management: What Good Does It Do?
- Why Performance Management?
- The Risks and Rewards of Performance Management
- The Manager's Role in Performance Management
- Elements Of An Effective Performance Management Systems
- The Importance of Accurate, Competency-based Job Descriptions
- Establishing Performance Measures
- Designing & Using a Job Appraisal Inventory
- The Performance Management Cycle
- On-Going Conditions For Performance Management
- Manager’s Roles and Responsibilities in Performance Management
- Gaining Rapport and Building Trust
- Setting Parameters and Clarifying Expectations
- Exploring Alternatives and Gaining Commitment
- Deciding on Performance Objectives
- Negotiating a Performance-based Contract
- The Performance Discussion
- Preparing for a Performance Appraisal Discussion
- Sequence of a Performance Appraisal Discussion
- The Value of Constructive Criticism
- Dealing with Anger and Defensiveness
- Modeling Appropriate Behavior when Dealing With Perceived Differences
- Using Specific Techniques In Performance Appraisal Discussions
- Listening & Empathizing
- Questioning and Summarizing
- Probing and Challenging
- Summarizing and Confronting
- Joint Goal-setting and Problem-solving
- Strategies for Monitoring and Follow-up
- When Performance Management Is Not Good Enough
- When All Else Fails ...
- Identifying the "Can-Do-But-Won't-Do" Subordinate
- Recognizing When Professional Help is needed.
METHODOLOGY
Highly participative and interactive consisting of discussions, action learning games, case studies, practical work, critique sessions as well as small group work. |
