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Developing Employee Performance

Aligning Performance with Organizational Objectives

 
Course: 274     Type: Course Workshop     Duration: 2 Days

Quick Enroll    

You Will Learn How To
  • Develop the skills and techniques to maximize performance and value in your staff
  • Work in partnership with your employees to align individual development with organizational goals
  • Prepare and conduct a planning meeting to establish outcome-focused performance plans
  • Foster commitment to success through effective communication
  • Employ monitoring, gathering and feedback techniques to keep performance on track
  • Deliver positive and productive performance appraisals

Course Benefits
Achieving and maintaining high performance from individuals is a key challenge for managers. The skills to manage individuality, maintain organizational goals, develop responsibility in others and deal productively with under-performers are critical to maximizing employee productivity. In this course, you gain the knowledge and skills to focus the performance of the people you manage through clear, agreed performance plans and constructive, future-focused appraisals.

Who Should Attend
Anyone who manages the performance of others as well as those establishing a performance management process.

Course Workshop
You work in small teams to develop skills through practical exercises, interactive workshops, class discussions, simulations and self-assessment. Workshops include:
  • Mapping and analyzing perceptions of your direct reports
  • Constructing and documenting performance objectives and measures
  • Profiling your appraisal skills
  • Developing and asking questions to focus performance and build competence
  • Giving informal feedback
  • Developing a blueprint for appying best practices

Course 274 Contents
Setting the Stage
  • Attitudes and approaches to managing performance
  • The formal and informal aspects of performance planning and appraisal
People and Process in Partnership
Specifying the approach to performance planning and appraisal
  • How managers achieve success through their staff
  • Focusing on organizational imperatives
  • Developing potential through recognizing individual needs
  • Positioning the employee as the customer
Integrating the four pivotal components of performance management
  • People, process, partnership and philosophy
  • Generating shared commitment
  • Connecting the components to amplify impact
Structuring a Framework for Building Performance
Preparing for the performance planning meeting
  • Gathering a thorough information base
  • Rehearsing your mindset and approach
  • Guiding the employee's preparation
Conducting the planning meeting
  • Agreeing on objectives, measures and standards
  • Establishing feedback mechanisms
  • Offering support through continuous performance appraisal
Transitioning to Performance Manager and Coach
Taking on the role of performance manager
  • Providing the context and creating the climate
  • Generating awareness to encourage responsibility
  • Moving from compliance to commitment
Developing a coaching mindset
  • Shifting away from helping, guiding and directing
  • Empowering employees through well-constructed questions
  • Building a positive mutual learning environment
  • Motivating employees by demonstrating high expectations
  • Developing the art of giving and receiving feedback
Managing the Journey to Success
Monitoring performance
  • Maintaining continuous and ongoing communication through formal and informal methods
  • Tracking progress
  • Taking action when problems arise
  • Implementing a step-by-step process for dealing with under-performance
Techniques for gathering information
  • The how, what and why of information gathering
  • Practicing CBWA to deliver and receive feedback
  • Documenting performance appropriately
Delivering a Positive Performance Appraisal
Conducting the performance appraisal
  • Preparing the logistics and tailoring the delivery
  • Selecting the appropriate delivery techniques
  • Structuring the appraisal dialogue for maximum mutual benefit
  • Generating new performance plans from appraisal output
Effective communication skills for positive appraisals
  • Creating rapport and reducing bias
  • Behaviors that help or hinder the process
  • Employing precision questions
  • Responding to different appraisee reactions
Operating effectively within organizational constraints
  • Optimizing planning and appraisal processes without bypassing procedures
  • Ensuring positive performance partnerships in challenging circumstances
Separating appraisal and evaluation
  • Assessing the effect of evaluation on the performance management process
  • Weighing the pros and cons of different evaluation methods

Related Courses
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Save as much as $2,350 on a Triple-Pack!

Developing Employee Performance
Upcoming Dates
Jul 21 - 22, 2008
 New York
Aug 25 - 26, 2008
 Washington, DC (Reston, VA)

Developing Employee Performance
Bring Learning Tree On-Site

Course Tuition
$ 1,750 Standard Tuition
Tuition with a Savings Plan
$ 830 10-Day Pass
$ 1,665 Training Passport
$ 1,830 Flex-Pass
$ 2,095 Voucher 10-Pack
$ 1,575 Alumni Gold Discount
$ 1,375 Government Discount
 

 

Developing Employee Performance
Developing Employee Performance
Course participants practicing giving performance feedback.

Certification Core Course CPE 11 Credits PMI 11 PDU 1 Hour(s) College Credit
Customer Service or Enroll: 1-800-843-8733