Results-Based Performance Management

Results-Based Performance Management

Training Benefits: 

• Increase performance consistency by linking performance goals to strategic plans
• Cascade organizational goals down through department and employee goals
• Establish an effective performance management system
• Improve the linking of strategic goals to employee performance evaluations & expectations
• Increase the levels of accountability and responsibility
• Change and improve employee performance with consistent performance feedback
• Improve the ability to measure and report department and employee performance
• Increase the confidence and comfort levels of managers and supervisors in setting goals and conducting successful performance evaluations
• Increase employee performance and morale through better feedback and communication
• accepted by employees
• More clearly differentiate between varying levels and efforts of performance

 Training Deliverables:

• Establish a culture that recognizes the importance of managing performance on an ongoing basis
• Link department and individual goals to strategic goals
• Make managers and employees more accountable to achieve results
• Strengthen performance management and make it more meaningful
• Develop an effective and consistent evaluation process with multi-level systems
• Design an effective and consistently used evaluation form
• Set clear performance standards and goals that are bought into by the employee
• Provide more consistent and on-going employee performance feedback
• More clearly communicate consequences based on performance
• Conduct more effective evaluation interviews
• Handle challenging situations that become emotional or unproductive

Results-Based Performance Management Course Outline:

I.      Aligning Strategic Goals and Organization Performance

             1.  Strategic plan and vision development
             2.  Establishing a consistent priority structure
             3.  Importance of goal setting
             4.  The benefits of alignment and coordination
             5.  Infrastructure requirements needed for success

II.    Setting and Cascading Performance Goals Down to Employee-Level

              1.  SMART goal setting
              2.  Establish individual accountabilities and responsibilities
              3.  Identify incremental performance measures
              4.  Develop specific work plans to achieve goals
              5.  Establish milestones and review criteria for goal achievement
              6.  Clearly identify varying levels of performance and achievement
              7.  Overcome the most common obstacles to setting and achieving goals
              8.  Differentiate between goals and standards

III.   Leadership Skills to Influence Success

              1.  Be an effective role model
              2.  Lead through improved communication
              3.  Achieve clear vision with team building
              4.  Enable your employees with empowerment
              5.  Increase employee results-based accountability and responsibility

IV.    Actively Manage On-Going Performance

              1.  Establish the baseline of trust and confidence with our employees
              2.  Build in collaborative communication and understanding
              3.  Understand the importance of performance feedback
              4.  Use feedback to change behavior and performance
              5.  Enhance coaching skills to help employees achieve their goals
              6.  Conduct effective evaluation interviews and performance discussions
              7.  Make your evaluations constructive rather than destructive
              8.  Handle emotional and challenging situations