Managing Performance

Department managers, line supervisors, team leaders or others in positions that require them to manage and document employee performance. HR professionals who want an overview of the implementation end of performance management will also benefit from attending.

• Set objectives to achieve both role-specific and professional development results
• Find an effective middle ground between micro-managing and being laissez-faire
• Properly assess and document employee performance
• Increase accountability, objectivity and a perception of fairness
• Manage the performance of high, solid and marginal employees
• Motivate people to go the extra mile for the team

• Performance management as a business strategy enabler
• Characteristics of an ideal performance management system, using the three phases of managing performance to drive business results
• Performance planning: setting role­-related results and development objectives, communicating a "line of sight" so that people understand how their individual objectives connect to departmental and organizational objectives
• Ongoing coaching: preparing for coaching conversations, providing constructive feedback, observational and results-based coaching methods to build performance excellence
• Reviewing performance: performance evaluation techniques, balancing manager evaluation with self-evaluation, writing performance appraisal comments, minimizing biases, errors and assumptions
• Dealing with challenging performance: establishing accountability, the escalation process, terminations--delivering the message and managing the fall-out

Special features

This hands-on course includes group discussions, case studies, individual activity-based development and small group exercises to deepen your insights and sharpen your performance management skills.

Note:  participants in this program may qualify for up to $10,000 in funding through the Canada BC Job Grant program. Find out if you qualify.