PERFORMANCE MANAGEMENT FOR LINE MANAGERS
“…designed to equip organizations line managers and mid-level managers with practical frameworks for successful management of line reports and outperforming in both essential and non-essential work function, to become…”
Managers talk a lot about employee performance.
There’s constant pressure to achieve performance targets, to reach higher performance levels, and to ensure that people’s work supports and furthers the organization’s goals. Performance management is the process used to manage this performance.
The key question asked is, “How well is an employee applying his or her current skills, and to what extent is he or she is achieving the outcomes desired?” The answer has traditionally been found in the performance evaluation process, where managers look for hard data to tell how well an employee has performed his or her duties.
What is often missing from this evaluation, however, is the part about making sure that the employee is doing the right thing. After all, you may have a very hard-working and dedicated team member, but if he or she is not working on things that advance the organization’s purpose, what is the point?
This is where key performance indicators come into play, and they apply both at the organizational and individual levels. At an organizational level, a Key Performance Indicator (KPI) is a quantifiable metric that reflects how well an organization is achieving its stated goals and objectives.
For example, if your vision includes providing superior customer service, then a KPI may target the number of customer support requests that remain unsatisfied by the end of a week. By monitoring this, you can directly measure how well your organization is meeting its long-term goal of providing outstanding customer service.
If your KPI is inappropriate or naive, however, the resulting behaviors may be counterproductive.
Taking this a step further, while it is important for organizations to choose the correct KPIs for business performance, it is equally useful if managers and employees define KPIs for members of their teams. In fact, an ideal situation is where KPIs cascade from level to level in the organization (this may be impractical if there are many levels to the organization.) This helps people work in such a way that their activities are aligned with corporate strategy.
This programme is designed to equip organizations line managers and mid-level managers with practical frameworks for successful management of line reports and outperforming in both essential and non-essential work function, to become a more effective and efficient manager.
LEARNER’S LEARNING OUTCOME
This training course will bring consistency in applying performance management within the business, helping managers and team leaders recognize their role and contribution to effectively manage performance and conduct at work.
At the end of the course, participants should be able to:
- Identify List and discuss the basic leadership and management competency to get ahead in the workplace.
- Design jobs effectively
- Perform job analysis
- Develop the skills required by managers
- Conduct a Performance Evaluation meeting
- Effectively manage their direct reports to achieving their business objectives.
- Familiarize managers with the tools required for performance management;
- Improve performance and productivity;
- Avoid the pitfalls of poor performance management system
- Develop the concept of “managing for success” – consistently catching people in the act of doing things right!! (Steven Covey).
- Understand and manage the different personalities present at the work place and how these personalities affect the behaviors (performance of tasks) of stakeholders in the work setting.
- Understand what it means to work with emotional intelligence and how they impact on the way you work.
COURSE CONTENT
- The Value of Performance Management
- Defining performance management – what it is and why it matters
- The benefits of effective performance management
- Core elements, principles and benefits of an effective performance management framework
- Ongoing accountability and managing ongoing performance
- Managing relationships with emotional intelligence
- Conducting the performance evaluation
- Managing professional development
- Performance Management Essentials
- Job Analysis, Job Evaluation, Job Design, Job Diagnosis
- Performance Management System
- Managing and Motivating for Individual Performance
- Communicating Goals and Expectations
- Coaching for Performance
- Delegation Skills
- Managing Under-Performers
- Conducting Difficult Performance Conversations
- Taking Disciplinary Action
COURSE METHODOLOGY
- Formal lectures
- Case studies
- Group exercises
- Experience sharing
- Role Playing
BENEFITS
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- Achievement of organizational goals
- Employee retention and loyalty
- Improved productivity
- Overcoming communication barriers
- Adequate accountability
- Cost advantages
WHO CAN ATTEND THE TRAINING?
Suitable for line managers who have performance coach responsibilities (evaluating and managing others’ work) and need to help people achieve their potential.
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About Us
Kaizen Blitz is a management training and consulting firm providing cutting edge solutions to address some of the most complex challenges facing businesses at majorly three levels- Individuals, Teams and Organizational.
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