Leadership & Management – Managing Performance
So often, the performance management conversation fails because the annual, or bi-annual cycle it too slow and ineffective. Good performance management relies on timely feedback focusing on immediate and current input. Managers (understandably) struggle with conducting regular performance discussions with staff.
Broadly speaking, there are two main reasons cited by managers for failing to undertake regular performance management discussions: a) they do not have the time for a cumbersome process for each staff member and/or b) they do not enjoy offering negative feedback regarding the performance of the individual.
Whether it’s time constraints or an aversion to a “difficult conversation” regarding under performance; regular performance discussions are absolutely vital to provide timely feedback to the individual so that poor performance can be adjusted and corrected, and top performance can be rewarded.
This workshop delivers to you the following outcomes:
- Chronic VS optimised performance management (5-10-20 Model).
- Performance meeting with the focus of on-going high-standard behaviours.
- Conducting difficult conversations and managing underperformance.