Managing Employee Performance Effectively
- 1.4 CEU/14 PDU/Credits/Units
- MDP223Course Code
When it comes to developing talent providing quality feedback is the most underutilized "tool" in any manager's toolkit. Most managers are able to intuitively assess and describe employee performance issues, but what is difficult is communicating this information to the employee. Nearly all managers dread initiating these conversations and often avoid them, particularly if they have a congenial relationship with the employee otherwise. Frequently, the area for development relates to difficult to quantify behaviors. Discussing these issues with an employee can seem out of the question — after all, what if the relationship between the manager and employee is somehow damaged? The underlying problem is the inability to translate what is "known" into effective words that are both comfortable to say and will have the right effect on the employee.
The Performance Continuum Feedback® Method (PCFM) represents a new direction from established feedback approaches since it bypasses the need to raise negative performance examples. Sometimes we refer to these conversations as "constructive" criticism. However, even with the best of intentions, the message usually feels confrontational thus causing most employees to react defensively and causing most managers to avoid the discussion in the first place! Utilizing the PCFM, performance messages come across as honest yet non-threatening. This allows the feedback receiver to remain open to listening to the information as opposed to engaging in a confrontational exchange with the person delivering the message. Avoidance of defensive reactions enables managers and employees to come to terms more quickly around developmental solutions and goals.
What you will achieve
- Diagnose Performance Issues
- Accurately and quickly assess the overall employee performance levels of your entire team.
- Analyze the Performance of Your Team - identify key strengths and areas for development.
- Craft Performance Messages
- Learn to think and talk in terms of the desired performance as opposed to creating messages based on calling attention to performance deficiencies.
- Find the right words to describe behavioral aspects of performance (interpersonal skills, tone, temperament, approach, motivation, etc.).
- Create messages that are hearable and sayable.
- Create messages designed to retain and engage mid-level and high performers.
- Select words that are honest yet non-threatening.
- Manage the Discussion
- Anticipate and respond tactfully to employee reactions to feedback, including typical objections.
- Follow up to verbal agreements for change by translating feedback into measurable goals.
- Conclude discussions by reinforcing the employee’s value to the organization.
- Connect with High, Middle and Developing Performers
- Craft conversations designed to communicate value, show appreciation, explore interests and developmental opportunies.
- Isolate key strengths and craft high impact feedback messages to motivate the employee to continue building on strengths and past success.
- Learn how to uncover the professional development aspirations of high performers and whether they are being met and if not how they can be met.
- Collborate with your most valued employees to co-create job enrichment opportunities to develop new skills for interesting assignments or new position within the organization.
- The program will conclude with a specific and surprisingly manageable action plan to enable participants to follow through on scheduling and sequencing customized conversations with their employees (at all performance levels) and seet the stage with their team for the regular occurrence of performance feedback.
- Tools Attendees Will Take Away
- The Six-step PCFM process and Participant Workbook with the right to reproduce the tool for use back on the job.
- The ability to communicate performance feedback which has a greater chance for a "you’re right, I do need to work on this" employee response.
What you will learnNULL