Performance Management: Managing & Coaching Performance

“If you are building a culture where honest expectations are communicated and peer accountability is the norm, then the group will address poor performance and attitudes.” ~~ Henry Cloud

OVERVIEW

To be effective, performance management must be aligned with business goals and organization values. Employees need to realize that effective performance is one that contributes to the achievement of business objectives. When an individual’s overall performance is praised or rewarded, it sends a powerful message to others that this performance level and these behaviors are what’s important in this organization.

Managing performance is one key competency that every people manager must have. It is about planning, overseeing and coaching for efficiency and effectiveness. Managing performance is not just about the end-of-the-year performance review. Neither is it just the traditional start-of-the-year goal-setting. Real performance management is a continuous process of reviewing goals, recalibrating targets, monitoring and coaching. Not to be overlooked, performance management includes managing poor performance and its consequences.

To be impactful, performance management must be complemented by other organization processes such as talent acquisition, onboarding, talent development, compensation and rewards. To build system integrity, it is important that all these processes are aligned; operating in a consistent way, under shared principles that are embodied in the organization values.

LEARNING OBJECTIVES

At the end of this one-day training, participants will develop an appreciation and understanding of:

  • Performance management – the system and its components, and its relationship to other management processes
  • How the performance management system creates alignment between individual and organization goals.
  • The activities and specific tasks involved in each phase, and the rater’s role/responsibilities in it.

LEARNING BENEFITS

This overview serves as a review of the performance management system, and puts everyone on the same page, subsequently paving the way for process improvements. This training also serves as a communication piece, sending a clear message about organization values, i.e. about what management truly believes and values.

METHODOLOGY

The training will generally be carried out in a lecture format with several portions of focused small group discussion to draw out questions and opinions. All these inputs will then form part of the synthesis and summary.

TARGET AUDIENCE

This course primarily is for line managers, whose roles involve a supervisory or stewardship responsibility over others. Line managers may include team leads, supervisors and managers.

This course may also target the HR unit as the steward of the performance management system. This training provides a platform for review and potentially draw up a plan for improving or re-designing the current performance management system.

LEARNING OUTLINE

Module 1: Broad Overview of Performance Management

1.1 Rationale and Cycle

Module 2: Performance Planning

2.1 Alignment

2.2 Goals and deliverables

2.3 Job expectations

Module 3: Performance Monitoring and Coaching

3.1 Observing; Recording; Critical incidents

3.2 Biases; Stereotyping; “Fake news”

3.3 Employee engagement

Module 4: Performance Evaluation

4.1 Reviewing and rating

4.2 Feedback and dialogue

Module 5: Rewards and Consequences

Module 6: Summary

6.1 Common pitfalls

6.2 Key success factors

OUR PARTNER’S PROFILE

  • Partner/Co-Owner of Ti and Me Handiworks Co.-since 2010
  • Consultant Organization and Human Performance since - 2005
  • Vice President, HRMD of Great Pacific Life Corp.- 2005
  • Director, Human Capital of BayanTrade Dot Com - 2003
  • Senior Manager for Change Management of Accenture - 2001
  • Director, Learning Strategy of Coca-Cola Export Corp.- 1998
  • AVP-HR, of JAKA Investments Corp.- 1995
  • Instructor, School of Management, Ateneo de Manila University- 2003
  • Instructor on Leadership and Change Organization Behavior, Ateneo de Manila University- 2003
  • Psychometrician, Ateneo de Manila University- 1981

UPCOMING PUBLIC TRAINING SCHEDULE

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