No matter what template or process your organization might use for performance management, it’s still necessary to do the hard part on your own: assess an employee’s performance, results, and development—and then discuss and document it with them one-on-one. It’s no wonder both managers and team members resist or procrastinate when it comes to this required process.
But by incorporating SMART goals into the goal-setting process (Specific, Measurable, Achievable, Relevant, and Time-bound)—plus a logical sequence of actions—managers and employees can communicate about performance with greater openness, clarity and confidence. This course will help you build skills you can use for every performance review you undertake, using a systematic approach to performance planning, calibration, and the appraisal itself.
Course Objectives
- Discussing and agreeing on responsibilities and expectations.
- Identifying which responsibilities are the most important.
- Developing SMART goals for the most important responsibilities.
- Partnering and agreeing on how you will work together.
Who should attend
Managers and supervisors who want to ensure optimal team performance through individual performance management, and who wish to apply a reliable and organized approach for conducting effective performance reviews that can help ensure success.
How you will benefit
- Identify the Qualities and Characteristics of Effective Management
- Identify Managers’ Roles and Responsibilities
- Describe the Steps of Effective Performance Management
- Use SMART Goals and Feedback for Managing Performance
- Conduct Performance Alignment Discussions
What you will cover
Performance Planning
- Discussing and agreeing on responsibilities and expectations
- Identifying which responsibilities are the most important
- Developing SMART goals for the most important responsibilities
- Partnering and agreeing on how you will work together
Performance Calibration
- Providing day-to-day feedback
- Conducting coaching discussions
- Assigning work and delegating for development
- Engaging in discipline discussions
- Conducting quarterly performance alignment discussions
Performance Appraisal
- Writing the appraisal
- Conducting the appraisal discussion
