Mastering Performance Management
- Set clear and motivating performance goals that align with team priorities and drive individual accountability.
- Recognise the value of regular, informal feedback in shaping performance and fostering continuous improvement.
- Conduct effective feedback conversations that are collaborative, constructive, and focused on growth.
- Understand and apply both formal and informal performance management practices to support team development.
- Navigate performance counselling confidently by following key steps to address performance concerns and support improvement.
- Set clear and motivating performance goals that align with team priorities and drive individual accountability.
- Recognise the value of regular, informal feedback in shaping performance and fostering continuous improvement.
- Conduct effective feedback conversations that are collaborative, constructive, and focused on growth.
- Understand and apply both formal and informal performance management practices to support team development.
- Navigate performance counselling confidently by following key steps to address performance concerns and support improvement.
Supervisors and managers who want to motivate team members, address challenging performance issues, and master performance management.
Online Course Prerequisites:
A working computer with a microphone and speaker installed. No software needs to be installed before the training session however, we require an up-to-date web browser. For the best experience, we recommend downloading the latest Google Chrome browser.
As a manager, it is important that you give people the opportunity to get it right.
Coaching and counselling are both processes for providing objective feedback, but how do you decide which approach to use in different situations?
A targeted coaching approach will often bring about the required change in behaviour or performance.
Feedback can be a gift to help others improve performance, but only if it delivered in the right way.
Just as when you place your hand on a hot stove you instantly know it is hot, the same should happen for an employee that does something appropriate or inappropriate.
The two major problems managers have in dealing with team performance issues.
Performance management is an ongoing management task, not just something that occurs twice a year as part of the yearly review process.
For people to perform, they need to know what is expected of them.
