WORKSHOP DESCRIPTION
The Challenge
4 out of 5 employees say recognition or praise motivates them to do a better job, yet most employees say they do not receive enough feedback from their boss. In a nationwide survey by Gallup, the majority of workers polled indicated receiving praise and recognition was more motivating than money.
Sounds like a missed opportunity.
When it comes to developing talent providing quality feedback is the most underutilized "tool" in any manager's toolkit. Most managers report they are too busy to provide feedback, develop their employees and set meaningful goals.
What You Can Expect From This Action Learning Session
Through this experiential program leaders will gain new skills and tools to:
• Assess employee performance.
• Create and deliver meaningful feedback.
• Check for engagement.
• Encourage and connect more consistently with high and mid-level performers.
Manage Discussions to Engage, Retain and Develop Your High Performers
- Identify your high performers.
- Facilitate conversations designed to communicate their value, show appreciation for their work and gain their perspective on how things are going.
- Determine their professional development aspirations and ascertain whether those goals are currently being reached or how they could be met.
- Collaborate to co-create developmental goals via challenging assignments designed to promote in place development, through the acquisition of new skills and knowledge to in preparation for an expanded role or new position within the organization.
- Translate areas for development into SMART goals designed to accelerate and guide performance.
- Conclude discussions by reinforcing the employee's value to the organization.
Manage Discussions to Engage, Retain and Develop Your Mid-Level Performers
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Identify your mid-level performers and employees with growth potential who could benefit from new assignments and project work.
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Find and explore one or two developmental opportunities with the highest payoff, and explain those areas in terms of desired performance.
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Isolate key strengths and create high impact, positive feedback messages to motivate the employee to continue building on those strengths and past success.
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Learn how to gain agreement on the area(s) for development.
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Express commitment to the employee's professional development, and create SMART goals for the focus area(s).
Understand the Impact of Lingering Underperformers
- Uncover the impact that underperforming employees have on your organization’s ability to retain, motivate and increase the number of high and mid-level performers.
Action Plan
This program concludes with a specific and surprisingly manageable action plan to:
- Enable participants to follow through on scheduling and sequencing customized conversations with their employees at all performance levels.
- Set the stage with their team for the regular occurrence of performance feedback, coaching and goal setting.
- All tools are provided during the session and can be reused for implementation back on the job.
Who should attend?
Feedback providers such as managers, supervisors, team leaders and HR professionals