Regular structured, face-to-face conversations between managers and their team members are one of the most powerful management tools at a leader’s disposal. In today’s fast moving, agile and digital context, leaders are increasingly under pressure to facilitate learning within their teams both quickly and effectively. For leaders, the question is often, ’how can I improve performance today and at the same time develop the capability that sustains performance tomorrow?
The good news is effective performance management can be taught. We follow a few simple steps, starting with the identification of performance objectives through to facilitating an on-going performance dialogue. Leaders who move through these steps can regularly and systematically create a real competitive advantage.
CIPD has found that while 62% of HR leaders’ and 61% of non-HR leaders’ appraisals are ‘a relevant practice’ for their organisations, most (55% of HR managers and 73% of non-HR managers) did not consider them ‘effective’.
During this session, we’ll help you to develop your confidence and comfort with having performance conversations. You will benefit from the opportunity to practise these conversations with your peers – from setting clear performance objectives, to giving feedback and correcting under-performance.
An organisation that manages performance learns quickly and evolves rapidly.
However, not all organisations have a culture that promotes clear performance feedback and bold commitment conversations. So how will your organisation:
- Build a feedback culture where employees are future focused and eager to improve?
- Create the conditions for agility and the speedy adoption of new behaviours and ideas?
- Replace complacency and cultural intransigence with a mind-set that emphasises personal growth and
During this 1 day workshop, we’ll work with leaders to build a four-point strategy to help improve the performance of team members. You will:
- Be introduced to the Mannaz four-step performance management model.
- Learn techniques for giving effective performance feedback.
- Create a ‘cascade message’ that links strategic goals to personal performance goals.
- Understand how a team member’s level of competence and motivation can shape a manager’s coaching
- Learn how to have a ‘commitment conversation’ and explore strategies to deal with under-performance.
Developing performance management skills provides measureable outcomes for you and your organisation, including:
- Higher levels of productivity and a quicker turnaround on projects.
- Higher levels of agility as team members fail fast, receive feedback and learn quickly.
- A better talent development process that includes more stretching and coherent development plans.
You are always welcome to contact us for advice on which course or programme will suit your needs the best.