1. Performance Management
Your Name

2. Objectives At the end of this session you will be able to:
Explain your role in managing the performance of your team
Describe the key stages in the Performance Management process
Use the performance management skills and techniques practice to create a development plan
Develop techniques to address poor performance
Review the challenges that face you within your specific team

3. Performance Management is…
A strategy that relates to everything in a business
An integrated approach to managing the business, individuals and teams
An effective approach to improve performance
Crucial to development of individuals & business
A method of managing behaviours & progress
A continuous process

4. Performance Management Cycle
Business Objectives
Department Objectives
Individual Objectives
and Development Plan
Grade Award
Linked to Pay
One-to-One Coaching
Evidence Gathering
Development
The Annual
Performance
Cycle
End of Year
Performance Review
Interim Review
One-to-One Coaching
Evidence Gathering
Development
One-to-One Coaching
Evidence Gathering
Development
Performance Review
Planning

5. SMART Objectives
Specific
Measurable
Achievable
Realistic
Timebound

6. What is Leadership?
"Leadership is any attempt to influence the behaviour of another individual or group." (Heresy)
It requires:
Understanding people's past behaviour; why people did what they did, what helped or hindered their accomplishment of the task
Predicting future behaviour; how they will behave in the future under the same conditions, or in a rapidly changing environment
Influencing the behaviour of others in accomplishing tasks and achieving results.

7. Ability/Motivation Matrix
Enthuse
Delegate
Ability
Instruct
Assist
Motivation

8. “That was great! Brilliant! Absolutely fantastic! Well Done!”
Positive Feedback
“I think you have completed an excellent piece of work there. I particularly like the section where you pointed out the changes in sales forecasting.”
“That was great! Brilliant! Absolutely fantastic! Well Done!”

9. Giving Difficult Feedback
“Negative feedback is better than none.”
– Hugh Prather

10. Judgmental or Behavioural Feedback?
“Never judge a person’s actions until you know their motives”

11. Performance Reviews Prepare Agree the agenda
Step One
Agree the agenda
Step Two
Evaluate performance and behaviour
Step Three
Identify development needs
Step Four
Agree a clear action plan
Step Five
Check, summarise and get agreement
Step Six

12. GROW Model
GOAL
REALITY
OPTIONS
WILL

13. Dealing with Poor Performance
Identify and agree the problem
Establish and agree reason(s) for the shortfall
Agree the action required
Provide resources
Close Monitoring

14. Objectives At the end of this session you will be able to:
Explain your role in managing the performance of your team
Describe the key stages in the Performance Management process
Use the performance management skills and techniques practice to create a development plan
Develop techniques to address poor performance
Review the challenges that face you within your specific team