Effective leaders work within a performance management system to coach, develop, and support their employees. Without a performance management system, there is no structure for change management. A thriving workplace requires on-going connecting with your team and creating the space to share and receive feedback.
Performance Management Seminars
It’s Not Recognition versus Constructive Criticism, It is Feedback
Leaders Learn: We do not only talk to our employees when they have done something wrong, just the same we do not only talk to our employees when they have done something right. We must be constantly giving feedback, telling our employees how they are doing.
Delivering On-Going Feedback
Leaders Learn: Key to performance management, leaders learn how to coach on the day-to-day small items, without appearing to micro-manage. Consistently giving feedback helps to build trust because they employee always knows where they stand with you. Introduction to expectations memos, what are they and how can they be used.
Delivering Formal Feedback
Leaders Learn: How to deliver serious feedback that needs to be taken as such. Ensure you have appropriate documentation and have been utilizing the performance management system in place. What to do if there is none in place, yet still need to address the behavior. Consider and be prepared to discuss what will happen if the issue is not rectified. Anticipate the individual employee’s reaction, and more.
Leaders Learn: There is a huge difference between an open door policy and conducting consistent check-ins designed to build trust, catch problems early on, and capitalize on opportunities. One-on-Ones are the essential foundation to performance management and serve as the on-going pulse check of the employee’s progress.
Coaching the Vague. When the actions are not outright infractions.
Leaders Learn: An employee’s behaviors and actions are seemingly impossible to coach. They may seem to have a “personality issue” or “attitude” or little distracting actions here and there, but collectively are getting in the way of their effectiveness. Learn how to address clearly and tactfully these behaviors and still build trust.
Conducting Your Yearly Evaluation
Leaders Learn: Based on your organizations’ performance management system, learn how to prepare for an effective evaluation that provides the framework for the next year’s goals and expectations. Take the yearly evaluation as an opportunity to review and update job descriptions as needed. Learn to evaluate a new employee, whether new to you or new to the role.
When You’re New to Leadership
Leaders Learn: What does it mean to be a leader? How do to build trust with your team? How do y ou begin coaching an employee when you are the new leader? When you are promoted from within, how to approach managing former peers.
Recognition Methods to Build Trust
Leaders Learn: Employee of the month only goes so far. Learn the connection between feeling valued and willingness to work hard. How to incorporate recognition as a tool that retains employees and motivates them to strive to do their best in their role.
Debunking the Fear of the 360
Leaders Learn: Providing an opportunity for on-going feedback between you and your employees is not the enemy. It will build trust and show your employees that you too want to grow and demonstrate what it looks like to receive and how to respond difficult feedback. Learn how to manage
Catch Up Coach. Coaching an employee for the first time on performance that should have been coached on previously.
Leaders Learn: No matter how delayed coaching, it is possible to have an useful conversation. More so, it is necessary, no matter how long this behavior has been tolerated or ignored, to begin. Learn about the different considerations that must be made to the context of the situation.