SlideShare a Scribd company logo

Performance Management Training

•Download as PPT, PDF•
•
N
Nomads

Performance management is an ongoing process that aligns employee performance with business goals. It has four key steps: defining goals, planning performance, coaching performance, and reviewing performance. Effective performance management provides employees with direction, benchmarks progress, and builds confidence. Regular feedback is important to motivate employees and address any issues. Formal annual reviews measure what employees have achieved against their goals and assess their behavior and development needs. The goal is to both develop and motivate high performers, as well as address issues with poor performers.

1 of 12
Nomads Manager’s Conference Cairns ’08 Day 4 – Session: “Performance management"
Performance Management What is performance management? Performance management is the ongoing process for managing the performance of all employees. It is a pro-active process that enables each employee’s performance to be aligned to the business’s strategic direction. The performance goals set for each member of staff needs to be aligned to the goals of the business. Why use performance management? One of the most pervasive causes of poor performance and low motivation in the workplace is the lack of feedback. The consequence of not receiving feedback is that staff will invent their own version of reality.
Performance Management Performance management is not only about managing poor performers but also about recognizing and motivating those employees whose performance meets and exceeds expectations Basic performance management has 4 key steps Define Business Goals and Objectives : Identify a clear set of business goals and objectives. Plan Performance : Set clear performance goals for a given period of time. Coach Performance : Coach the person to achieve the goals within the given time period. Review Performance : Formally review the performance for a given period of time against the performance goals.
Performance Management Why staff perform poorly? Competence gap: Resource gap: Motivation gap: Confidence gap: Authority gap: Feedback gap: Direction gap: Reward gap: NEVER ASSUME YOU KNOW WHAT IS CAUSING POOR PERFORMANCE!
Performance Management 1. Problem Awareness Becoming aware that staff are either “not doing what they should be doing” or “doing something that they are not supposed to be doing”. 2. Problem Assessment An assessment of the seriousness of the problem, here you need to establish whether the problem is worth your time and effort. 3. Problem Identification If the problem is worth your time and effort then you need to establish the causes of the problem.
Performance Management – Performance planning Start performance management from day one by creating performance goals. They provide your staff with: A sense of direction A benchmark against which to measure their progress Confidence These performance goals clearly outline what objectives and standards are to be achieved by the person in a certain time period. Effective goals are SMART. S pecific M easurable A greed R ealistic T imed
Performance Management – Performance coaching Performance coaching is the ongoing feedback and reinforcement of staff regarding their progress in terms of meeting the objectives and standards set in the planning phase. As a performance coach the manager is continually observing how employees are performing and providing them with feedback. Effective feedback is: - Regular and goal directed Clear, specific, timely and brief Descriptive rather than evaluative Directed toward controllable behaviour rather than personality Face-to-face if possible, sincere and genuine Done in an appropriate setting Confronting Poor Performance
Performance Management – Performance coaching It is important that regardless whether the objective of this feedback is motivational or corrective, it needs to be constructive not destructive . Destructive feedback tends to focus on generalized, subjective comments that focus on personality characteristics rather than specific behaviours Tell the person….. What he/she is doing wrong or not doing What he/she should be doing What he/she needs to change to be doing it right How long he/she has to get it right What support he/she will get from you
Performance Management – Performance coaching Remember the Golden Rule for Managing Performance Zero Tolerance for Poor Performance Coaching steps Stage 1: Feedback – Identify, agree, discuss, action plan, supported accountability Stage 2: Monitor performance – follow up, encourage Stage 3: Further Feedback – Congratulate or identify, clarify, document Stage 4: Monitor performance Stage 5: Warning
Performance Management – Performance Reviews The formal performance review has 3 main purposes Motivational Developmental Remedial ALL employee’s performance should be reviewed at least once a year. With new employees at the end of three months Measuring performance aims to answer the questions: What has the person done and achieved in the last review period? What has been achieved in relation to previously set goals The behaviour on the job as it impacts on performance
Performance Management – Performance Reviews Give the staff member two weeks notice to prepare Review the following prior to the meeting: The job requirements and any previous performance goals and standards. How well has the person achieved his/her performance goals during the review period? The extent to which the person’s behaviour has enabled the performance objectives and standards to be achieved. How well have any improvement plans agreed in the last review been put into effect?
Performance Management – Performance Reviews What performance goals would you like to set for the person for the next review period? Has the person had any problems carrying out his/her work? Does the person need any additional support from you? Is the best use being made of the person’s skills and abilities? Is the person ready for additional responsibilities? What development and training does the person require? Are there any special tasks or projects that the person could benefit from?

More Related Content

Performance Management Training

  • 1. Nomads Manager’s Conference Cairns ’08 Day 4 – Session: “Performance management"
  • 2. Performance Management What is performance management? Performance management is the ongoing process for managing the performance of all employees. It is a pro-active process that enables each employee’s performance to be aligned to the business’s strategic direction. The performance goals set for each member of staff needs to be aligned to the goals of the business. Why use performance management? One of the most pervasive causes of poor performance and low motivation in the workplace is the lack of feedback. The consequence of not receiving feedback is that staff will invent their own version of reality.
  • 3. Performance Management Performance management is not only about managing poor performers but also about recognizing and motivating those employees whose performance meets and exceeds expectations Basic performance management has 4 key steps Define Business Goals and Objectives : Identify a clear set of business goals and objectives. Plan Performance : Set clear performance goals for a given period of time. Coach Performance : Coach the person to achieve the goals within the given time period. Review Performance : Formally review the performance for a given period of time against the performance goals.
  • 4. Performance Management Why staff perform poorly? Competence gap: Resource gap: Motivation gap: Confidence gap: Authority gap: Feedback gap: Direction gap: Reward gap: NEVER ASSUME YOU KNOW WHAT IS CAUSING POOR PERFORMANCE!
  • 5. Performance Management 1. Problem Awareness Becoming aware that staff are either “not doing what they should be doing” or “doing something that they are not supposed to be doing”. 2. Problem Assessment An assessment of the seriousness of the problem, here you need to establish whether the problem is worth your time and effort. 3. Problem Identification If the problem is worth your time and effort then you need to establish the causes of the problem.
  • 6. Performance Management – Performance planning Start performance management from day one by creating performance goals. They provide your staff with: A sense of direction A benchmark against which to measure their progress Confidence These performance goals clearly outline what objectives and standards are to be achieved by the person in a certain time period. Effective goals are SMART. S pecific M easurable A greed R ealistic T imed
  • 7. Performance Management – Performance coaching Performance coaching is the ongoing feedback and reinforcement of staff regarding their progress in terms of meeting the objectives and standards set in the planning phase. As a performance coach the manager is continually observing how employees are performing and providing them with feedback. Effective feedback is: - Regular and goal directed Clear, specific, timely and brief Descriptive rather than evaluative Directed toward controllable behaviour rather than personality Face-to-face if possible, sincere and genuine Done in an appropriate setting Confronting Poor Performance
  • 8. Performance Management – Performance coaching It is important that regardless whether the objective of this feedback is motivational or corrective, it needs to be constructive not destructive . Destructive feedback tends to focus on generalized, subjective comments that focus on personality characteristics rather than specific behaviours Tell the person….. What he/she is doing wrong or not doing What he/she should be doing What he/she needs to change to be doing it right How long he/she has to get it right What support he/she will get from you
  • 9. Performance Management – Performance coaching Remember the Golden Rule for Managing Performance Zero Tolerance for Poor Performance Coaching steps Stage 1: Feedback – Identify, agree, discuss, action plan, supported accountability Stage 2: Monitor performance – follow up, encourage Stage 3: Further Feedback – Congratulate or identify, clarify, document Stage 4: Monitor performance Stage 5: Warning
  • 10. Performance Management – Performance Reviews The formal performance review has 3 main purposes Motivational Developmental Remedial ALL employee’s performance should be reviewed at least once a year. With new employees at the end of three months Measuring performance aims to answer the questions: What has the person done and achieved in the last review period? What has been achieved in relation to previously set goals The behaviour on the job as it impacts on performance
  • 11. Performance Management – Performance Reviews Give the staff member two weeks notice to prepare Review the following prior to the meeting: The job requirements and any previous performance goals and standards. How well has the person achieved his/her performance goals during the review period? The extent to which the person’s behaviour has enabled the performance objectives and standards to be achieved. How well have any improvement plans agreed in the last review been put into effect?
  • 12. Performance Management – Performance Reviews What performance goals would you like to set for the person for the next review period? Has the person had any problems carrying out his/her work? Does the person need any additional support from you? Is the best use being made of the person’s skills and abilities? Is the person ready for additional responsibilities? What development and training does the person require? Are there any special tasks or projects that the person could benefit from?