Performance Management Course
Develop the tools to create a culture of trust and high impact performance.
- Maximum 8 Delegates
- Two Trainers per Course
- Money Back Guarantee
The course and centre staff were so pleasant and accommodating. It was a real experience to meet and enjoy a training course. The course was a real eye-opener and was very informative.
This course helps you with
Understanding the Process
Creating a Development Culture
Having Outcome-Based Conversations
Building Trust and Commitment
Managing Remotely
Driving Motivation
Aligning Employee Goals
Monitoring Objectives
Implementing Solutions
Rewarding Development
Tailored Training
If you are looking for Performance Management Training for a group or teams, please see our tailored performance management skills page.
Call us: +44(0)20 7226 1877
Book this Performance Management Course
This course is only available as one-to-one skills training.
Please contact us to discuss further options.
If you want to book 4 or more people on to a single course, please contact us:
- Call +44(0)20 7226 1877
- Email enquiries@impactfactory.com
Location
London Training Rooms,Suite 121
Business Design Centre,
52 Upper Street,
London, N1 0QH
Running time
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This day focuses on performance management as a continuous process that underpins people’s development.
It looks at techniques that implement solutions to support long-term results.
Most importantly, we’ll help you develop the tools to create a culture of trust and high-impact performance.
There will be a considerable focus on the more recent need to manage performance remotely.
Course Benefits
This Performance Management Course is limited to 8 delegates ensuring personal attention to everyone on the course.
2 quality trainers per group means a total focus on you.
Performance Management Course
DAY ONE:
Create a culture of trust and high performance
- Why Performance Management Can Be So Hard
- Day-to-Day Not Just Once a Year
- Supporting Performance
- Motivating and Encouraging
- Making it Work Well
- Managing Remote Workers
- Dealing with Emotions
- Listening to Understand
- Feedback Finesse
- Active Choosing
- Difficult Issues
- Goal Setting and Monitoring
Podcast
Listen to Impact Factory Director Jo Ellen Grzyb and Senior Training Consultant Katy Miller talking about Performance Management
Good, Bad and the Ugly...
Explore management experiences
What specifically made them good or bad (or even ugly…)
Why it can be so hard
Dealing with your and other people’s feelings
Dealing with other people’s difficulties
Giving effective feedback
Managing Consistency
Setting doable goals
Supporting Performance
Ability to deliver both individual support whilst expecting high performance
Barriers to Performance
Fire-fighting
Fear/anxiety
Not acknowledging diversity issues
Collusion
Appraisee not owning process for themselves
Refusal or inability of a manager to role model
What Makes Performance Management Work Well?
Dealing with people’s confidence and morale
Dealing with difficult people’s issues
Personal confidence
Emotional Team Members
Defuse over-emotional responses in a supportive way
Increase your ability to manage difficult situations
Be seen to be consistently managing well
Listen, Agree, Pause
Ensure your team members feel heard
Help them get their message across clearly
Feedback Finesse
Giving feedback in a supportive and informative way
Developing the ability to communicate honestly and openly
Honouring other people’s styles and diverse points of view
The Power of Praise
Value of acknowledging good practice
Power of relevant, specific, and timely praise
Difficult Issues
Practise a variety of solutions to your difficult performance management issues
Goal Setting and Monitoring
Helping people achieve agreed goals
Identifying needed support
The course and centre staff were so pleasant and accommodating. It was a real experience to meet and enjoy a training course. The course was a real eye-opener and was very informative.
The Impact Factory courses have been really useful, not only by helping us to learn some new things about ourselves, but especially by pointing us in the direction of better managing and understanding our staff here in Zug.
