Setting objectives and performance management can be a daunting and challenging prospect for managers. This two day setting objectives and performance management workshop is designed to help managers become more effective in developing, supporting, coaching and managing the performance of staff.

Delegates will develop new skills and confidence through hands-on practice using proven people management tools, which apply to both teams and individuals. The programme covers how to manage the performance of staff through setting clear objectives and goals, reviews and appraisals and on the job feedback.

Course Objectives

Identify appropriate performance standards and competencies
Define and communicate clear performance goals
Hold clear and concise performance review discussions
Develop individual development plans
Monitor and measure performance
Use coaching, mentoring and appraisal to enhance individual performance
Use performance management to encourage individuals to take responsibility for their development
Improve recruitment and retention of staff

Course Designed For

Managers, team leaders and supervisors who have people reporting to them and who are responsible for managing and developing the performance of others.

Maximum Number of Delegates

Eight

In-House Delivery Option Available

Yes

Day One

The Importance of Performance Management - to the Team and to the Business

The cost of poor people management
Common barriers to good performance management

Setting Objectives and Clear Expectations

Creating and communicating the performance standards for all posts - ensuring common understanding
Using a competency framework
Setting SMART organisational, team and individual objectives
Personal goal setting - clarifying the work outputs, skills and knowledge needed to meet performance expectations
Creating learning and development plans
Linking reward structures to performance change

Day Two

Reviewing Performance

Developing appropriate appraisal systems
Reviewing versus objectives - right work in the right way?
Communicating clearly - structuring the review meeting
360 degree feedback versus standard appraisal
Encouraging self-appraisals/reviews

On the Job Coaching and Feedback

Motivating individuals and the team
Handling difficult people
Using coaching and mentoring
Giving feedback to make a difference to the daily performance of people - don't wait for a formal review
Identifying and filling skills gaps
Providing support and encouragement

£795 per delegate.

Discounts are available if 2 or more delegates from the same organisation attend the same course.

Please read 'How much does each course cost' on our FAQ's page for details.

Performance management requires a great deal from both the manager and the employee. To be effective, both have to be active participants, communicating and working together more than just once a year. I have learned how to continually maintain communication and feedback, how to prepare for a performance discussion, how to manage the actual discussion and how to follow-up on an ongoing basis.

Office Manager For us performance management is more than just an annual performance review. I have found out how to be an effective coach all year long, with the year-end reviews being simply a part of the overall process.

Team Leader - UK Power Supplier

We explored several approaches for setting goals and getting others involved in the performance process, plus how to gather documentation and prepare both yourself and the employee ahead of time. Brilliant, thank you.

Team Leader - Music Supply