Regardless of which template or performance management framework your organization employs, the essential work remains unchanged. Managers must evaluate employee performance, results, and professional development, then communicate and document these assessments through meaningful one-on-one conversations. Both managers and team members frequently experience resistance or reluctance toward this vital organizational process.
By integrating SMART goals into your goal-setting approach (defining objectives that are Specific, Measurable, Achievable, Relevant, and Time-bound), combined with a structured sequence of action steps, managers and employees can engage in performance discussions with improved transparency, clarity, and confidence. This course equips you with transferable skills applicable to every performance review you conduct, employing a methodical framework for performance planning, calibration, and appraisal.
Course Objectives:
- Conduct discussions and reach mutual agreement on job responsibilities and performance expectations
- Recognize and prioritize the most critical responsibilities and competencies
- Formulate SMART goals aligned with the highest-priority responsibilities
- Establish collaborative partnership approaches for working together effectively
Ideal Participants:
Managers and supervisors seeking to optimize team performance through individual performance management strategies, and who recognize the value of implementing a structured, dependable approach for facilitating constructive performance reviews that contribute to organizational and individual success.
How You Will Benefit:
- Recognize the Key Attributes and Competencies of Effective Management
- Understand Managers' Primary Roles and Responsibilities
- Articulate the Key Steps Involved in Effective Performance Management
- Apply SMART Goals and Constructive Feedback Techniques for Managing Performance
- Execute Performance Alignment Conversations
Topics and Content Covered:
Phase 1: Performance Planning
- Engage in dialogue and establish a clear agreement on responsibilities and expectations
- Determine and prioritize the most significant responsibilities within the role
- Create SMART goals that focus on the most critical responsibilities
- Build collaborative working relationships and agree on partnership approaches
Phase 2: Performance Calibration
- Deliver timely, constructive feedback on an ongoing basis
- Facilitate coaching and developmental conversations
- Delegate work assignments strategically for professional growth and development
- Address performance concerns through disciplinary discussions when necessary
- Hold quarterly check-ins to discuss performance alignment and progress
Phase 3: Performance Appraisal
- Document performance in written form for the appraisal record
- Hold substantive discussions regarding the formal appraisal evaluation
