Debbie Narver, BSc MBA MScIBStrategic Management Instructor at NMC Strategic Manager
Increase Employee Performance & Maximize Results
with Performance Management
Managers want employees to perform well
When each employee performs well, your entire business unit (and organization) performs well
But the reality is, there’s often a disconnect between the results we want and what’s delivered.
Some employees perform well, but others seem to have problems.
If we don’t address problems…
Not only does it have a
direct impact on
productivity, but it
can damage morale
and the reputation of
your business.
Most employees want to perform well
We spend a large part of our day at work, and most employees want to feel productive.
But there are many things that can contribute to poor performance – lack of training, poor fit, lack of motivation, personal problems, conflict with other employees…
The answer is Performance Management
Performance Planning
•Goals
•Measures
Performance Management
•Evaluation
•Feedback
A Non-Disciplinary Approach to Manage Employee Performance
Setting and Communicating Clear
Expectations
Evaluating Performance and Providing
Effective Feedback
Removing Barriers & Applying Motivation
to Maximize Employee Performance
We assume that most people actually want to perform
well, but things may have gotten in the way to block
their performance (including their own attitude).
Once a person feels unsuccessful, it can set up a viscous
cycle of low self-esteem, avoidance and defensiveness.
Our goal is to get them get back on track and build
success
VS
Performance
Planning
Performance
Management
Setting Goals
Defining Results
Setting Targets
Scheduling Reviews
Evaluating Results
Changing Behaviour
Resolving Problems
Improving Results
A non-disciplinary approach
This could be taking poor performers to satisfactory levels, average employees to high performing levels, and high performers to excellence.
What can managers do to help?
3 Critical Steps for Improving Performance
1. Set Clear Expectations
How can we expect someone to perform when they are not clear on what’s expected? We need to define the results and outputs.
Set specific
results
(targets)
Define how
they will be
measured
Agreement,
accountability
Specific
Measurable
Attainable
Relevant
Time-bounded
SMART Goals
2. Provide Regular Feedback
How well are they meeting the goals? What are the barriers?
Let the employee know both when they have done something well (reinforcing feedback), and what they need to change (corrective feedback).
Recognize and
appreciate what
they did well
Investigate what
didn’t go well
Agree upon what
needs to change
3. Meaningful Motivation
It isn’t always about money! Each individual (and their situation) is unique.
Get to know what motivates each employee
Why Motivate?
Everything we do is based on motivation
We take actions to obtain desired results
Managers need to understand and direct
VS
Intrinsic Extrinsic
Motivation from within
Powerful and
individual
Sustainable
External Motivators
Often costly (time and
money)
Often short term only
Putting it together
Next steps for Managers
Learn to apply the Performance Management Framework
Our courses cover in-depth techniques to plan and manage performance for your employees and your overall business unit.
Set goals
Define measurable
targets
Monitor and motivate
Take corrective action
Evaluate results
Develop Your Skills in Performance Management. Start now and get results!
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