Continuous Performance Management Training for Managers
Workshop content is delivered in short modules of 45 – 90 minutes, depending on the program. Sessions are experiential. A concept is shared, tried during the session, and ends with instructions on applying the skills and tools back on the job. The learning sticks because it aligns directly with your organization’s performance management process.
Research shows that just about 6% of managers are skilled at having candid performance conversations. The fear of engaging in a difficult or uncomfortable conversation prevents most managers from acting on the standard HR advice to: "provide feedback "early and often." These skills don't come naturally, but they can be learned. Participants learn how to analyze performance, uncover the highest impact area for development, and craft non-threatening messages that are hearable, sayable, and inspiring.
Performance management should accomplish one thing: driving and improving the performance of all employees in your organization. Period.
It all begins with an accurate assessment of an employee's current performance to identify:
Naming and describing an employee’s current strengths/contributions and near-term priorities are the foundation of performance development conversations. These skills don't come naturally but can be learned.
We have deep expertise using a methodology developed by founder Jamie Resker to equip your managers to:
Usually, there's at least one thing for an employee to stop doing, start doing, do more of, or less of. We'll show your managers a process to identify and describe that "one thing," the most critical employee performance focus area.
Next, participants will learn a formula for finding direct, clear, motivational, and inspiring talking points. Your managers will have the confidence to know what to say and how to say it. The process bypasses defensive reactions without sugar-coating or watering down the information. We call this communicating in a "hearable and sayable way."
The methodology helps to re-direct problem performance. Only about 6% of managers are skilled at having candid performance conversations, so a performance issue that should have been addressed earlier has developed into a pattern spanning months or years.
For most managers, it's easier to talk about a Work Results issue and harder to talk about an off-target Behavior. Work results like job responsibilities and goals, and OKR attainment are more easily discussed. Addressing the negative impact of behavior is difficult, if not near impossible. So, most lingering performance issues are behavior-related.
Teaching managers how to talk about behaviors is our specialty. One participant called the methodology a "genius approach" for finding the words to discuss behavior.
This is not your typical training program where you hope your managers will use the workshop's skills and tools. Participants implement the newly learned skills and tools through the 10-Minute Questions Conversation (10MQ). The 10MQ reshapes communications between managers and employees based on two-way flexible, informal, yet structured conversations.
People managers will be more confident engaging in the one-off smaller conversations, whether acknowledging positive contributions or course-correcting off-target performance.
Performance effectiveness will rise throughout your organization when your managers know how to assess Work Results and Behaviors and hold conversations. Employees throughout your organization will all have the opportunity to engage in higher-level performance development conversations with their manager, creating a consistent experience for all.
We offer tools and training to show your managers and employees how to have candid, productive conversations about performance, expectations, and potential. Your managers will be able to confidently assess performance, identify areas for improvement, and know what to say, assuring they will give feedback early and often.
Copyright © 2022 Employee Performance Solutions LLC