The New Horizons Managing Performance Program teaches participants the basics of creating a performance plan and the appraisal process. Participants will learn how to conduct a performance-planning meeting, document the performance plan, provide positive and constructive feedback, coach employees during the appraisal period, appraise employee’s performance, conduct an appraisal discussion, and document an appraisal. Program activities also cover communicating to performance problems to employees, making performance improvements, conducting a status meeting, and documenting ongoing communication. Participants will also learn how to respond to a defensive employee, resolve conflict in an appraisal discussion, and understand the laws governing the appraisal process to reduce the risk of legal challenge. The manual is designed for quick scanning in the classroom and filled with interactive exercises that help ensure participant success.
- Performance management
- Understanding performance management
- Performance management plan
- Understanding performance management plan
- Identifying performance expectations
- Job description
- Discussing the job description
- Understand performance-planning meeting
- Opening a meeting
- Creating performance goals
- Understanding performance planning
- Process for providing feedback
- Providing feedback
- Coaching employees
- Documenting feedback and coaching effort
- Performance appraisal process
- Understanding the performance appraisal process
- Gather appraisal materials
- Gathering appraisal materials
- Understanding self-evaluation
- Gathering feedback and writing the performance appraisal
- Prepare for an appraisal discussion
- Preparing for appraisal discussion
- Preparing employees for appraisal discussion
- Leading an appraisal discussion
- Identifying steps to lead an appraisal discussion
- Respond to and resolve conflict
- Identifying guidelines to improve listening skills
- Understanding types of communication to avoid
- Resolving conflict in an appraisal discussion
- EEO laws
- Identifying responsibilities in relation to laws enforced by the EEOC
- Risks of legal challenge
- Maintaining positive communication
- Plan performance improvements
- Handling performance problems
- Determining the cause
- Identifying how communication helps solve performance problems
- Encouraging communication
- Conducting status meetings
- Conducting a meeting
- Maintaining documentation
- Documenting ongoing communication
Key Business Benefits
- A fair and measurable system is established, so that perceptions of bias and favouritism are minimised
- A system is established that works the same way for both the Appraiser and the subordinate being appraised. This creates a unified approach which has credibility across all levels of the hierarchy
- Individual, team and departmental goals are aligned with the business strategic plan and constant monitoring and improvement assist in the attainment of these goals via a clearly established system
- Measurable, recorded and mutually established goals create impetus and a greater propensity for success
Key Participants Benefit
- Provides strategies to create positive and constructive performance appraisal outcomes for managers/leaders of staff
- Improves participants’ interpersonal skills to increase mutual benefit from the appraisal process and create a supportive environment
- Provides steps to create effective performance plans for increasing a subordinate’s performance and attainment of goals in the interim period between appraisals
- Creates a constructive framework on which to bring about improvements where performance is below expectation
- Both the subordinate and the Appraiser work to the same expectations and there are no “nasty suprises”
- Develop strategies to create better performance appraisal outcomes of staff
- Create effective performance plans for increasing a subordinates performance and attainment of goals in the interim period between appraisals
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