Performance Management
The tools for managing performance and addressing misconduct are not identical. The failure to point this out to leaders has often resulted in the use of the wrong tool. Reinforcing good performance and securing improvements in performance requires skill in coaching employees, making effective requests, and providing effective feedback. This course provides practical knowledge and scripts for setting, communicating, and enforcing performance expectations, such that personal and employer liability is avoided.
Basic Course Information
Learning Objectives
- Describe strategies for building trust, establishing clear performance expectations, and motivating employees to meet organizational standards.
- Identify appropriate timing and communication techniques for addressing poor performance, including constructive feedback methods that support accountability and improvement.
- Explain when and how to implement interim or issue-specific performance appraisals, including documentation practices and follow-up steps to reinforce performance standards.
Major Subjects
- Setting and resetting performance expectations
- On-the-spot counseling
- Addressing erratic performance
- Drafting and presenting performance appraisals