Participants in this workshop will learn:

• The importance of and principles of performance management
• How to plan for and set clear performance outcomes and expectations
• To diagnose performance against the agreed outcomes
• How to gain your teams commitment to the performance management process
• How to plan for and deliver a performance review session

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Helps leaders:

• Effectively address poor performance in a firm, fair, and consistent manner.
• Minimize the impact of chronic performance problems on people, productivity, and profitability.
• Provide problem performers with a clear understanding of what they must do to improve and the consequences of failing to do so.
• Encourage people to take ownership of, and be accountable for, improving their work performance.

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the bottom line, organisational culture and the wellbeing of

individuals.

Being able to provide timely feedback that supports improvement and

setting clear expectations for future actions is important both in ensuring the

required improvement and following a fair and reasonable process.

This program has a foundation in general leadership principles and also

covers topics including building trust, encouraging two-way communication

to prevent the need for disciplinary action, effective delegation and

recognising early warning signs – all of which build to a more open and

mature culture.

This program also provides clear boundaries for performance management

conversations that cannot be misinterpreted as any form of bullying or

Harassment.

At the end of this course participants will be able to:

Understand how to build trust and open communication and the role of feedback in improving workplace relationships

Assess the task and capability of others and match them for the benefit of the individual and the organisation

Set standards and effectively delegate tasks to others

Monitor and review progress toward the desired result in a way that best supports the needs of the individual without micro-managing

Provide feedback and coaching to improve performance and get the best out of ‘stars’

Have fair and reasonable performance conversations that cannot be construed as bullying

Be able to follow through when performance does not improve

See the link between effective performance management and a healthy workplace culture

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