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Performance Management

Course Description

Managers often view performance management as being primarily the end-of-year performance review. In truth, performance management is an ongoing, year-round function. The annual review is merely the culmination of the performance conversations that have taken place throughout the year. In this course, managers learn how to collaboratively develop performance goals, provide feedback and coaching toward those goals, and review performance results. These three activities make up the performance management cycle.

Managers begin this course by exploring the performance management process for their organization. They then learn and utilize a three-phase process to effectively manage performance. In the first phase, participants examine the performance competencies of their organization, which they will eventually use to assess employee strengths and development opportunities. They then learn how to apply the SMART goal-setting formula using their actual competencies, which will help to clarify expectations for the employee.

In the second phase of the process, participants learn techniques to observe performance and to provide ongoing coaching and feedback. They watch a demonstration and learn the critical differences between observation and judgment. They use this concept to practice, providing both positive and constructive feedback. Participants discuss the need for collecting data all year long, and they learn systematic methods for doing so. To conclude this segment of the class, participants practice with a tool designed to help them communicate feedback on a continual basis.

In phase three of the process, participants practice with their actual rating system and learn to write clear, objective ratings for their employees. They then discuss difficult situations and practice their new skills by preparing and conducting a mock performance review.

Objectives

After completing this course, participants will be able to:

  • Discuss the partnering for performance process.
  • Assess strengths and development opportunities for managing performance.
  • Apply the SMART (Specific, Measurable, Achievable, Relevant, and Time bound) objective-setting formula.
  • Help team members prepare for objective-setting discussions.
  • Apply follow-up techniques that ensure commitments, objectives, and standards are being met.
  • Handle tough performance discussions.
  • Apply collaborative techniques to create a two-way dialogue.
  • Discuss development versus judgment.
  • Apply a structured approach to discussing performance.

Duration

This course has an 8-hour agenda.

Class Size

This course is designed for up to 20 participants.

Course Outline

Below is the course outline with objectives and timing for an 8-hour agenda.

Section Timing in Minutes (Total Timing in
Minutes/  Hours)
Welcome and Introduction 15 15
Objectives and  Agenda 5 20
Activity:  Partnering for  Performance 30 total 50
?Performance Management Assessment 15 1 hr, 5 min
Phase One: Objectives 5 1 hr, 10 min
Set Performance Objectives 10 1 hr, 20 min
Develop Objectives Collaboratively 5 1 hr, 25 min
Set Development Objectives 5 1 hr, 30 min
What Am I Supposed to Do With That? 15 1 hr, 45 min
Break 10 1 hr, 55 min
Develop SMART Performance Objectives 30 2 hr, 25 min
Discuss Alignment 5 2 hr, 30 min
Break 10 2 hr, 40 min
Phase Two: Progress 5 2 hr, 45 min
?What Am I Observing? 30 3 hr, 15 min
?Provide Ongoing Feedback 20 3 hr, 35 min
Provide Coaching 5 3 hr, 40 min
Review of Morning Material and Information 5 3 hr, 45 min
Lunch 45 4 hr, 30 min
Handling Tough Performance Conversations and Activity 30 5 hr
Discuss Performance All Year Long 5 5 hr 5 min
Schedule an Interim Review 5 5 hr, 10 min
?Communicate Performance Feedback All Year Long 15 5 hr, 25 min
Phase Three: Achievement 5 5 hr, 30 min
?What’s the Big Deal? 15 5 hr, 45 min
Prepare for the Performance Review 5 5 hr, 50 min
?Let Me Explain It to You 15 6 hr, 5 min
Schedule a Team Member Self-Review Meeting 5 6 hr, 10 min
Gather and Analyze Performance Data 10 6 hr, 20 min
Break 10 6 hr, 30 min
Rate the Performance

§  Rating Errors

§  ?Avoid Common Rating Errors

20 6 hr, 50 min
Write the Comments

§  Rating Scale Description

§  ?Practice Writing Comments

30 7 hr, 20 min
Identify the Key Performance Discussion Points 5 7 hr, 25 min
?Development versus Judgment 10 7 hr, 35 min
Break 10 7 hr, 45 min
Conduct the Annual Performance Review

§  Create a safe environment

§  Start the discussion with a positive intent

§  The meeting agenda

§  Discuss rating and comments

§  Encourage two-way discussion

§  Summarize strengths and areas for development

15 8 hr
?Practice Conducting a Collaborative Performance Review 45 8 hr, 45 min
Action Planning and Summary 15 9 hr

Course Outlines

Dive in and learn more by clicking the topic.
  • Accountability
  • Be a THINKing Partner
  • Career Development
  • Communicate with Clarity
  • Conflict Management
  • Delegation
  • Emotional Intelligence
  • Feedback
  • Hiring
  • Personal Leadership & Influence
  • Leading Meetings
  • Mentoring
  • Performance Management
  • Quarterly Conversations
  • Presentation Skills
  • Problem Solving
  • Stress Management
  • Time Management
Download Catalogue (PDF)

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