Performance Management

Coaching For Peak Employee Performance

Help Others Achieve Optimal Success

Coaching is more than correcting undesired behaviour.  It provides managers and supervisors with an opportunity to affirm, communicate, problem solve, and effectively “sell” the need for change.  ‘Coaching For Peak Employee Performance’ enables participants to monitor and diagnose performance improvement needs and prepare for and give feedback to employees.

Skill-Based Program Content

·         Monitoring and documenting employee performance to identify normal and “deficient” variations

·         Diagnosing performance improvement requirements based on expectations, deficiencies, and needs

·         Determining ways to improve situations by matching solutions to performance improvement requirements

·         Sharing both positive and constructive feedback with style using the Feedback Planner

·         Recognising winning performance to build commitment and strengthen loyalty

Course P1               One Day

Evaluating Employee Performance:

Assess Performance Efficiently And Effectively

Performance evaluation is not an annual event.  It is an ongoing, interactive process that can be used to recognise, reward, develop, redirect, and document performance.  It also provides opportunities to solve problems and build strong working relationships.  In ‘Evaluating Employee Performance’, participants discover the tools and techniques to effectively conduct annual performance evaluations, feedback sessions, status reports, corrective actions, and more.

Skill-Based Programme Content

·         Gathering and choosing key performance data in preparation of individual and group performance evaluations

·         Confirming individual and workgroup results—evaluating cascaded alignment and achievement objectives

·         Developing employees with on- and off-the-job options

Course P2               One Day

Discussing Performance

Learn how to make your performance feedback discussions more productive and focused to create a satisfying and productive work environment and promote employee retention throughout your workplace with ‘Discussing Performance’.

Participants will explore methods of giving and receiving feedback and consider appropriate ways to ensure a most successful meeting, with productive outcomes and both happy bosses and employees!  Whether you're a raw beginner at conducting performance feedback discussions or you've been doing them for years, this session will help your meetings become more productive, focused and worthwhile.

Participants will learn:

·         The value of focusing on outcomes

·         How to tackle contentious issues

·         How to formalise forward planning

·         How to avoid common pitfalls

·         How to give positive feedback

·         How to encourage self-appraisal

·         How to work collaboratively to set goals

·         How to motivate each other to develop professionally

Course P3               One Day

Effective Performance Management

Building a Quality Organisation

In any organisation it is critical that all individuals work towards the same objectives and goals.  They must know what they are expected to do; why they are to do it; and when it must be done.  ‘Effective Performance Management - Building a Quality Organisation’ provides the tools necessary for any supervisor, new or old, to develop and implement a solid performance management system to ensure that everyone is working for the same results. This system will serve as the foundation and driving force behind all organisational decisions, work efforts and resource allocations.

Course P4               One Day

How Leaders Provide Performance Feedback

Managers, supervisors and team leaders, whether new to their positions or with years of experience, are under pressure to come to grips with the skills needed to lead their organisations into the next century

How Leaders Provide Performance Feedback explores the skills needed to support employee development in learning organisations.

Topics include:

• The fear factor.
• What is performance feedback?
• How do you best provide performance feedback?
• Who should provide feedback to whom?

·         Feedback and Leadership.

Course P5               One Day

Human Touch Performance Appraisal

Provides participants with a step-by-step plan for conducting candid, constructive performance appraisals, including ways to follow up the appraisal and maximise employees' strengths and improve their weaknesses.

How To Training Points:

·         How to prepare for a positive and constructive performance appraisal

·         How to eliminate personal bias

·         How to build on the employees’ strengths to improve performance

·         How to revise the job description to meet the organisation's and the employees' needs

·         How to evaluate your own performance as a manager

Course P6               One Day

I'd Like a Word with You:

The performance improvement interview is a very delicate matter; handled incorrectly, it can damage relationships, undermine productivity, and lead to possible legal reprisals. This programme shows how managers who emphasise the word “improve” boost morale, increase teamwork, and help employees do their jobs in a more productive way.

·         Establish the performance gap

·         Explore the reasons for the gap

·         Agree how to eliminate the gap

Course P7               One Day

Effective Performance Appraisals

Performance appraisals provide an ideal opportunity for collaborative, two-way communication between supervisors and their employees. Yet, they also carry an incredible legal responsibility: the right to a fair appraisal of job performance starts with the actual job description itself. This programme discusses protection from legal problems, how to conduct an appraisal, the interview format and goal setting.

·         Documenting evaluations

·         Communicating performance expectations

·         Employee involvement in the evaluation process

Course P8               One Day

Let's Talk! Performance Feedback

Using feedback is a skill central to the success of any team and its leader. Everybody needs recognition when they are doing well and guidance when they could be doing better. Learn how to take the time to talk to your employees in order to tell them how they are doing.

·         Communication skills

·         Critiquing skills

·         Importance of recognition

Course P9               One Day

Love 'Em or Lose 'Em: Employee Retention

This training package is one of the most powerful employee retention tools a manager can attend.  This vital toolkit will give you practical ways to communicate with your people as well as how you can demonstrate that you value and appreciate them and their efforts.

·         How to keep your star employees

·         Hidden costs of replacing departing employees

·         A-Z of employee retention

Course P10             One Day

Performance Management

This practical step-by-step programme assists supervisors in using the performance management process. It shows the importance of establishing a coaching relationship involving a collaborative approach to increasing the level of performance. The programme illustrates how supervisors can work with their employees to define performance, so the employees will know what is expected and how it will be measured. The programme then shows how supervisors can develop employees--giving them feedback and reinforcement, providing help and appropriate rewards. Finally, the programme walks supervisors through the steps of a performance appraisal--giving tips on how to keep the discussion positive, involving the employee, listening actively and mutually setting new goals for the employee.

Course P11             One Day

Performance Matters: The Importance of Praise

This programme will demonstrate to your managers why taking the time to praise their employees results in a happier, more productive workplace.

This timely Programme:

·         Addresses the reasons why managers don't praise

·         Shows the value of adding praise to the corporate culture

·         Makes managers aware that it's important to seek opportunities to praise staff

·         Provides easily-remembered rules for praising staff correctly

·         Proves that praising is not a natural gift but a learnable skill.

Course P12             One Day

Performance Matters: The Need for Constructive Criticism

This programme illustrates how effective methods of constructive criticism can actually strengthen relations between employees and managers.

This timely Programme:

·         Helps managers understand that criticism is an essential part of a manager's responsibilities

·         Shows why people should only be criticised for what they've done, not what they are

·         Emphasises how criticism done badly can make things worse

·         Lays down rules for ensuring that criticism is conducted effectively and without acrimony.

Course P13             One Day

Performance Now

Do you struggle to write employee reviews? Do you put them off until the last possible minute and then stare at the blank page wondering how to begin? Would more effective communication with employees improve their performance? Could coaching help your employees' achieve their highest potential and improve their job satisfaction? If so, Performance Now is just what you need!

Course P14             One Day

Planning Successful Employee Performance

Produce Results-Based Performance Plans

(Run at regional venues as a three day course or three separate one day sessions. Can be delivered In-House in a range of formats.  This course is not available via distance learning)

For employees to achieve their maximum potential, managers and supervisors must effectively establish and communicate performance expectations.  Through Planning Successful Employee Performance, participants learn the process and acquire the tools needed to create mutually acceptable employee performance plans that are based on workgroup objectives and tactics and linked to the organisation’s Performance Scorecard.

Skill-Based Programme Content

·         Connecting critical input from organisational strategic plans—including Top-Level Performance Scorecards—workgroup, market, and developmental areas and incorporating this information into Individual Performance Plans and Performance Scorecards

·         Communicating inputs to employees and other associates to gain support, provide explanation, and clarify expectations

·         Drafting individual performance plans including position descriptions, individual scorecards, and performance action plans

·         Finalising Individual Performance Plans in one-time meetings with employees to negotiate mutual agreement on objectives, actions, and measures of success

Packaged Training Programme Integrated Curriculum

When an organisation’s people meet their performance targets, the organisation succeeds. This collective success is directly related to how well managers help their people focus their energies and achieve significant results. Our comprehensive, highly-interactive High Performance Management (HPM) Programme shows managers, supervisors, and team leaders how to align individual employee efforts with organisational goals, measures of success, and objectives; clarify roles, responsibilities, and expectations; and redirect and/or reinforce behaviour to support employee growth and performance. Following our proven Performance Management Cycle—which seamlessly integrates all aspects of Planning, Coaching, and Evaluating—participants learn how to develop and link Performance Plans and scorecards, prepare and give constructive feedback, and effectively evaluate employee performance.

Skill-Based Programme Content

Unit 1: Planning Successful Employee Performance

·         Incorporating and communicating inputs into Individual Performance Plans and scorecards

·         Drafting position descriptions

·         Drafting individual scorecards

·         Drafting performance action plans

·         Finalizing Performance Plans

Unit 2: Coaching For Peak Employee Performance

·         Monitoring and diagnosing performance improvement requirements

·         Preparing and sharing feedback with passion and style

·         Recognising winning performance

Unit 3: Evaluating Employee Performance

·         Collecting and selecting performance data

·         Describing and documenting performance

·         Developing and reviewing performance

·         Conducting and summarizing evaluations

Course P15             Three Days

Reinventing Appraisals

(Run at regional venues as a five day course or five separate one day sessions. Can be delivered In-House in a range of formats.  This course is not available via distance learning)

Reinventing Appraisals is designed to teach managers, team leaders, and employees how to implement performance management principles to achieve open communication and continuous development within your organisation. It explains the concept of performance management and provides step-by-step guidance on how to plan and review employee performance.

Part 1: The Performance Management Cycle

Features and Applications:

• How to identify the shortfalls of traditional performance appraisal schemes
• How to Recognise the six core benefits of the performance management concept

Part II: Setting the Overall Goal

Features and Applications:

• How to understand the three key steps in planning performance
• How to write a job goal that is meaningful and motivating

Part III: Determining Key Result Areas

Features and Applications:

• How to break a job down into a specific components
• How to separate "what" the employee does from "why" he/she does it
• How to formulate a meaningful purpose or reason for the job's existence

Part IV: Identifying Performance Standards

Features and Applications:

• How to identify and set performance standards for a job's key result areas
• How to focus performance standards on results, not just activities or tasks

Part V: Managing Change & Developing Performance

Features and Applications:

• How to use performance plans to assess training and development needs
• How to empower employees to take more responsibility
• How to provide regular, ongoing performance reviews

Course P16             Five Days

Send mail to webmaster@opal.org.uk with questions or comments about this web site.
Copyright © 2008 The OPAL Foundation
Last modified: 03/01/09