Performance Management

 

“There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow. It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.”– Jack Welch

 

 

2015 HCI Survey of 350 Organizations...

  • 27% I am satisfied with our performance management (PM) process.

  • 21% Our PM process is effective in developing employees’ knowledge, skills, and abilities.

  • 26% Our PM process improves the performance of our employees.

  • 22% Our PM process improves employee engagement.

  • 51% Managers are held accountable for performance management.

  • 25% We are successful at developing our managers so that they execute our PM process.

 

Most respondents want to see managerial feedback occur in the moment rather than on an annual basis.

 

 

One Day Workshop

 

This training covers the basic concepts of a performance management system and the means needed for building and implementing a performance strategy within your organization. This core understanding empowers you to translate your strategy into actions that can be measured and monitored throughout your organization.

 

Learning Outcomes:

 

  • Understand the elements of an effective performance management system

  • Help employees create individualized performance goals

  • Provide clear direction so that employees know what is expected of them

  • Offer ongoing feedback for positive guidance and improvement

  • Develop credible measurements that impact results and have meaning for employees and the organization

  • Follow a fair and objective plan for progressive discipline when performance problems haven’t been solved through other means

Workshop Outline:

 

Session One:  Establishing Performance Goals

  • What is a performance management system?

  • Translating organization goals into individual performance goals.

  • Common goal-making mistakes. 

  • Writing performance standards. 

  • Creating the action plan. 

  • Manager’s checklist #1. 

 

Session Two: Proactive Coaching

  • Benefits of proactive coaching. 

  • The process of making observations and giving feedback. 

  • Watch your language: Incorporating your body language into your message  

  • Characteristics of quality feedback. 

  • Practice: Conduct a quick coaching session.

  • Manager’s checklist #2. 

 

Session Three: Measuring and Evaluating Performance

  • Benefits of a measurement and evaluation system.

  • Establishing measurements. 

  • How to reward performance goals that are met or exceeded. 

  • Manager’s checklist #3. 

 

Session Four: Recognizing Performance Gaps

  • Benefits to addressing performance problems. 

  • Defining performance problems. 

  • Establishing consequences for nonperformance. 

  • Four steps in progressive discipline. 

  • Manager’s checklist 

  • Final manager’s checklist 

 

Appendix

  • Performance measurement ideas. 

  • Action plan. 

 

For more information or to schedule this workshop email or call (705) 607-1058

“If you are building a culture where honest expectations are communicated and peer accountability is the norm, then the group will address poor performance and attitudes.” – Henry Cloud

 

“Employees engage with employers and brands when they’re treated as humans worthy of respect.” – Meghan M. Biro

 

”I have yet to find a man, however exalted his station, who did not do better work and put forth greater effort under a spirit of approval than under a spirit of criticism.” – Charles Schwab

10 Ways You Make Employees Less Productive

Additional Tools

Performance Models

Minimize the risk of a bad hire.  

A Performance Model is a snapshot of the preferred traits for a given job. It shows the position’s ranges for each of the Thinking Style (cognitive abilities) and Behavioral Traits scales as well as how the candidate’s interests line up with the position. 

Performance Model can also be used for performance management, employee development and succession planning.

There is no charge for setting up a Performance Model and once an individual completes the online assessment organizations/HR have unlimited access to 9 different reports.

 

Use the link to view more information on these reports.

For a free consultation on developing  Performance Models email or call.

paul.bailey@3c-coaching.com

(705) 607-1058

​© 2013 Created by Paul Bailey