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Overview |
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Management Skills |
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Communication Skills |
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Tailored Courses |
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Books |
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Trainers' Resources |
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Working Methods |
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Key Points |
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Contact Me |
What makes this course different?
Have you ever wondered why so many managers find appraisal and performance development an uncomfortable and time consuming burden? It's because no one has ever shown them how they benefit; how it is fundamental to their performance. This practical and 'how to' programme gets even cynical managers taking appraisal and performance development seriously.
Here are some of the things they learn:
Course participants follow a selection of relevant case studies through the entire performance development process including clarifying performance expectations, monitoring & assessing performance, managing poor performers, performance feedback & coaching and performance development.
You may also find it useful to have a look through my books and trainers' resources.
Have you ever wondered why so many managers find appraisal and performance development an uncomfortable and time consuming burden? It's because no one has ever shown them how they benefit; how it is fundamental to their performance. This practical and 'how to' programme gets even cynical managers taking appraisal and performance development seriously.
Here are some of the things they learn:
- How appraisal and effective management overlap
- How to clarify performance expectations quickly and accurately
- The two main objective setting pitfalls and how to avoid them
- The criteria for clear objectives even where performance is difficult to measure
- How to pre-empt and resolve disagreements about performance
- How to avoid the three main types of inadvertent bias
- How to 'track' staff performance
- How to ensure that performance monitoring is never seen as a threat
- The four reasons why performance drifts, how to recognise them and what to do about each of them
- How to get poor performers back on track
- An understanding of how to obtain and deliver quality feedback on staff performance, including how to use 360-degree appraisal as a positive and welcome tool
- Six 'golden rules' to make face to face performance reviews really effective
- How to establish clear responsibilities for performance improvement and personal development
- How to turn feedback (positive and negative) into a performance improving and relationship building process
- How to 'sell' the idea of appraisal to contract staff and sub-contractors who need not be 'officially' appraised
- How to make appraisal part of your management style
- Answers to the top ten questions asked about performance reviews
Course participants follow a selection of relevant case studies through the entire performance development process including clarifying performance expectations, monitoring & assessing performance, managing poor performers, performance feedback & coaching and performance development.
You may also find it useful to have a look through my books and trainers' resources.
In one company where 130 managers experienced this course, 97% rated it as Good, Very good or Excellent.