Since there is a positive correlation between the performance of individual employees and the overall performance of the organization, it becomes imperative for supervisors and managers to improve employee performance by properly setting objectives and conducting appraisals.

The role of ​front-line managers is key to any performance management system. This course takes an in-depth view at setting the right measures to manage employees, measures that are primarily objective in nature. The course also describes how to conduct effective performance appraisal meetings and emphasizes the importance of coaching as a means of improving performance.

Course Methodology

The course combines theoretical and practical methods for delivering content. Participants are expected to role play performance appraisal meetings and coaching sessions.

Course Objectives

By the end of the course, participants will be able to:

• Define performance management, its objectives, and various responsibilities.
• List the main phases in a performance management cycle and how to manage each for optimum results.
• Develop tangible and intangible measures of performance.
• Create business-based objectives, including 'SMART' targets, measures, and key performance indicators (KPIs)
• Define coaching and list the 5 steps for conducting optimal coaching sessions.
• Conduct effective performance appraisal meetings.
• Identify ways of rewarding and recognizing employees

Target Audience

Team leaders, managers, business partners and line mangers who are held accountable for the performance of the organization and its employees.

Target Competencies

• Setting Performance objectives
• Deciding and initiating action
• Presenting and communicating
• Analytical thinking
• Employee coaching
• Following instructions and procedures
• Planning and organizing
• Achieving goals and objectives

Course Outline                     

Performance management – introduction and definitions

• Definition of performance management
• Objectives of performance management
• Impact of poor performance on an organization
• Key terms and uses.
• The annual performance cycle - overview
• Responsibilities in performance management
• Shared management model
• Mistakes in performance management

Establishing effective objectives

• Cascading the vision, mission, and strategies
• The impact of critical success factors on performance
• The 3 types of performance criteria
• Key result areas - definition and examples
• Key Performance Indicators (KPIs)
  • Definition and characteristics
  • Units of measure
• Difference between goals and objectives
• Turning goals into objectives the 'SMART' way
• Measuring the semi tangible factors and competencies
  • Behavioural indicators
  • Proficiency level
• Corporate values - their importance

The importance of coaching

• What is coaching?
• Coaching responsibilities
• Benefits of good coaching
• The focus and purpose of coaching
• Important coaching skills
• Five steps of coaching for optimal performance
• Role play: facilitating a coaching session.

Conducting effective performance appraisals

• Planning performance appraisals
• Conducting effective appraisal meetings
  • Beginning the meeting
  • Discussing the evaluation: an in-depth view
  • Closing the meeting
• Roles of managers and employees
• Common appraisal errors

Following up after the performance appraisal meeting

• Percentage of time spent on performance management.
• Acknowledging good performance
• Ways of recognizing employees
• Techniques for performance diagnosis
• Categories of performance problems and possible causes
• System factors versus individual factors
• Performance improvement planning