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Performance Management 

Performance management is intended to bring activities in line with organizational objectives, specifically in terms of employees. It's often a complicated process, requiring a mixture of support, appraisal, constructive feedback, and assessment. Actions in support of performance management can take a number of different shapes and breakdowns into a number of different categories. Skills for managers and supervisors in people performance management break into a number of topics including:

  • Objective Setting: SMART Model
  • Providing difficult feedback
  • Examining motivation
  • Communication Style

S.M.A.R.T.

The most commonly used model for setting goals in performance management terms, SMART is often used both to define and assess an employee’s workplace actions. Performance management training course materials instruct managers to think of employee objectives including:

  • Specific: The objective is focused and clear
  • Measurable: There are established methods for quantifying results
  • Assignable: There is clear accountability
  • Realistic and relevant: goals are achievable
  • Time-constrained: setting deadlines

Acknowledging Contributions and Encouraging Continued Improvement

When employees feel like they are valued, they are more likely to produce value for the organization. At this point a fairly recognized management role, positive reinforcement is all too often neglected as a tool for supporting employee performance. Praising smart decisions and highlighting examples serves the crucial feedback purpose of reinforcing work-related behaviors. Likewise, framing critical comments in a positive way can support the other important feedback goal of redirection. When employees feel positive support they are significantly more likely to accept comments that attempt to realign negative workplace behaviors.

Performance Management Training Courses

When an employee is acting out or exhibiting poor behavior the gut reaction is often one of defense. In the name of avoiding conflict, management will often rationalize the poor behavior with justifications of the employee’s achievements in the workplace. Unfortunately, the effects of bad behavior are often difficult to calculate and their severity often isn’t clear until it’s too late. Difficult people bring down team morale, interrupt workplace activities, and can potentially damage customer relationships. Performance management training courses contain aspects of conflict resolution, communication skills, and negotiation.

Learning to give feedback in a manner that ensures it's heard and internalized is more complicated than it may appear at first glance. Many performance management training courses cover a range of components, including:

  • Controlling tone of voice and emotions
  • Provide detailed information and examples of behavior
  • Active listening
  • Choose a suitable time and place for conducting reviews
  • Follow calculated steps

In many ways as important to the managerial role as giving effective feedback, is learning how to receive it. When feedback and similar performance management activities are conducted correctly they have the power to significantly impact performance. Trouble is, if the employee on the receiving end doesn’t know how to hear the assessment there’s little good it can do. Find performance management training courses on receiving feedback and make sure you're getting the most out of this crucial process.

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