1. Performance Management TATAP MUKA MINGGU KE VIII

2. Focus of Performance Management Progress and success toward goal achievement

3. Assessing Needs Your goals The employee’s goals The department’s goals The organization’s goals

4. Considerations Focus on performance issues Clear expectations Improvement Productivity Objectivity Accuracy Performance, not person Knowledge Ongoing Detailed Monitored Consistent Fair Timely Motivational

5. Why Do Performance Management? Communicate goals, mission, values, purpose Improve working relationships Improve management Identify and communicate strengths and areas for improvement Provide feedback Develop Monitor Support

6. Reflecting on Performance Discussions Think about your last review: - What thoughts come to mind? - What went right, what went wrong?

7. What Do Employees Want? Clear expectations Positive/constructive feedback on regular basis Understand evaluation criteria Involvement in goal setting  Accurate job descriptions  Be treated fairly and consistently  Sharing of info and resources Job/career enrichment opportunities

8. Elements and Outcomes Elements Listening Coaching Feedback Outcomes Better performance Improved morale, trust, and loyalty Commitment

9. Listening Skills Active listening Expression Verbal/ non-verbal cues Distractions Retention

10. Active Listening Reflection Reiteration/Paraphrase Body Language Elaboration Acknowledgement

11. TATAP MUKA MINGGU KE IX Performance Management

12. Coaching Skills Observation Counsel Condition Criteria Response Solutions Agreement Follow through Adjustment Follow-up

13. Feedback Purpose Setting Timing Forward focused Two-way Responsive Accurate Balanced Relevant Comprehension Agreement Follow-up

14. Giving Feedback Professional Purpose Listening vs. talking Performance, not personality Support Privacy Start with positive “I” vs. “you” statements Factual Strategize Goal setting focus Resolution

15. Receiving Feedback Have an open mind Avoid defensiveness Listen for meaning Seek out resolution Give guidance Utilize effectively

16. Communicating Effectively Preparation Professionalism Matching body language to message Tone awareness Scripting Focusing Responsiveness

17. Problem Solving Define Brainstorm alternatives Identify causes Collect/analyze info Consensus Action plan

18. Goal Setting SMART Goals: S pecific M easurable A ttainable R elevant T ime sensitive

19. Conflict Adversarial positions Right vs. wrong No listening No alternatives offered Unyielding Issues/problems not defined Breakdown in communication Win/lose, lose/lose Destructive Conflict

20. Conflict Focus on issue Acknowledge Allow for venting Separate feelings from issues Active listening Allow reflection Repeat back Brainstorm alternatives Obtain agreement Win/win Constructive Conflict

21. A Final Thought The conventional definition of management is getting work done through people, but real management is developing people through work. - Agha Hasan Abedi