ERC offers a variety of Performance Management topics based on your needs. Programs can be geared toward different audiences, including: HR Managers, managers and supervisors that deliver performance reviews; and employees that are involved in the discussion. Courses can be tailored to meet your needs, incorporating the following programs.
Performance Review Documentation
- Our role as leaders
- Performance Management as a cycle
- The importance of coaching and “streaming” feedback
- Benefits of evaluating performance for the employee, manager, and company
- The role of the performance appraisal in the performance management cycle
- The importance of, and process for, maintaining year-round documentation
- Identifying the information, resources, and guidelines necessary for effectively evaluating performance
- Planning and documenting performance appraisals in a descriptive, supportive and non-threatening manner
- Working with rating scales; evaluating performance consistently via behavioral anchoring
Performance Review Discussion/Delivery
- Preparing effectively for the performance appraisal discussion
- Variables that make for a good setting
- Opening and framing the conversation
- Questions to use to engage the employee in his/her self-appraisal
- Communicating your assessment of the employee’s performance
- Preparing the employee for next steps
- Demonstrating an effective close
Discipline through Empowerment
- Using the expectations model to drive desired behavior
- Discipline through empowerment defined
- Guidelines for when and how to use discipline through empowerment
- A conversation road map … seven (7) steps to success
- Using progressive conversations appropriately and effectively
- Performance Improvement Plan best practices
- Troubleshooting challenges with inconsistent (up/down) performance
Developmental Coaching
- Performance coaching vs. developmental coaching (and when to apply each)
- Assessing direct reports’ “current state” relative to employee zones
- Appraising employees relative to will and skill
- Explaining and demonstrating critical coaching skills
- Identifying strengths, passions, and weaknesses
- Creating an individual development plan that incorporates strength-based and COP models appropriately and effectively
- Planning and enacting a successful coaching session
- Recognizing and acting on opportunities to reinforce the development plans of direct reports
- Trouble-shooting developmental coaching challenges
Managing Performance through Goal Setting
- Discuss the importance of goal setting and its role in the performance management cycle
- Review goal roles
- Describe goal categories (e.g. strategic/cascaded, external/internal customer focused, job-specific, learning, etc.) – to be predetermined by organization
- Select and write one goal per category
- Review S.M.A.R.T criteria
- Rewrite goals, applying S.M.A.R.T criteria
Orientation & Performance Management Plan Basics for HR Professionals
This session will cover the basic steps of a thorough orientation process, how HR can help supervisors manage their direct reports’ performance, and what to do when a performance management program needs adjusting.
- The role of new-hire tools (e.g. Handbook, Job Descriptions)
- Creating on-boarding plans
- Providing meaningful feedback
- Creating training and learning plans that work
- Assessing and acting on organizational development needs
The Gift of Feedback
- Performance management and coaching as an on-going process vs. a one-time event
- The value and importance of providing coaching and feedback to direct reports
- Motivating managers to engage in the continuous review and feedback process
- Guidelines for what to do before, during, and after the review
