Our proprietary process bypasses the ineffective "constructive criticism" approach and commonly taught SBI, Situation, Behavior and Impact approach. Further, many of us know the work of Difficult or Confrontational Conversations. No question, this is a good body of work and sometimes it's necessary to have a difficult conversation. Our work is different because we teach you how to have small conversations that don't feel difficult or confrontational. If we have these skills we are more likely to initiate a much needed feedback conversation. We teach you how to use the right words to craft hearable and sayable messages designed to have the feedback receiver more readily accept the information versus reacting in a defensive manner.
Higher-performing employees can be the norm in every organization. Whether your organization is looking to equip your managers with the skills to engage in performance conversations or enhance its current performance management programs, EPS will help sharpen your efforts.
Supervisors through senior level leaders will become more comfortable addressing even the toughest performance issues, particularly those related to behavior-based issues. Let's not forget our developing, mid-level and high performers; they need reinforcing and regular feedback too.
Further, your employees can benefit from a straightforward process that prepares them to give and seek out feedback. All employees should have the skills to proactively seek out feedback to realize what they should continue doing and what needs to be changed or adjusted. In this day and age there's no reason why we need to sit back and wait for someone else to provide us with insightful actionable information; that day may never come.
Address Performance Issues
Under-performing employees don’t need to be "written off" by their manager, peers and upper management. Traditionally bypassed for new projects, team assignments and promotional opportunities, these employees usually become disengaged and undermine morale, contribute to recruitment and retention problems and disrupt operations. We’ll teach you how to re-engage and recalibrate the performance of these individuals through our action learning workshops that are customized to your organization’s unique challenges.
Avoiding performance conversations will no longer be considered an option because supervisors will understand the importance of initiating discussions before one-time issues turn into persistent patterns of underperformance. After successful implementation of the Performance Continuum Feedback Method®, managers will have a practical and actionable process to provide proactive performance feedback. As a result, overall employee effectiveness in your organization will increase.