Positively Impacting Employee Behavior through Performance Management, Coaching & Counselling

  • Check with publisher
  • Published date: September 9, 2019
    • Fremont, California, United States

One can easily argue that effective performance appraisals, coaching & counselling are more important in today's business environment than ever due to:

Escalating competition & enhanced customer expectations
Technological changes requiring continuous skill development
The need to maximize employees potential within lean organizations and have all employees focused on their job and the company's priorities
Higher expectations of employees for career development
Why should you Attend
In a perfect work-world managers would provide their direct reports continual feedback. Employee feedback is key today because of the rapid changes occurring in organizations necessitating that employees continually upgrade their skills. And annual conversations do not meet this need.

However, many managers struggle with this need for ongoing coaching because of the demands on their time and some lacking the techniques that are required. Employees used to expect to work for a boss. Today they want and need a coach. They want personal and professional development and they need help to meet their goals.

Regardless of the strain on their time better managers know that performance management - including performance appraisals supported by ongoing coaching and counselling - work - and is the essence of their jobs as managers.

These better managers know that performance management:

Establishes and clarifies expectations - research has shown that only half of employees understand clearly what is expected of them. Effective managers align employees' expectations with their responsibilities as managers and the goals of the organization
Provides employees with feedback on-the-spot - when they most need it to better perform to their capabilities. Employees who agree that their manager provides them timely and meaningful feedback are about 3 times more likely to be engaged
Creates individualized accountability - less than half of employees feel that their manager holds them accountable for their performance responsibilities. The essence of performance management leading to performance development is built on accountability.

Performance appraisals supported by daily coaching and counselling inspire employees to perform to their capabilities resulting in a win-win-win - for the organization, the employee and, not least the least of which is the manager who is building a high performing team.

Areas Covered in the Session
Rationale for and the Anticipated Payback from Performance Management
Why Performance Management is Necessary in Today's Business Environment
The Financial Impact of Performance Management
The 'Win - Win - Win' of Performance Management
Implementing a Performance Management Program
Three Tools Needed to Facilitate Your Appraisal Program
How to Utilize Organizational Success Factors & Core Competencies in Performance Management
Ongoing Coaching and Counselling - that Supports Your Appraisal Message
Why Employees Don’t Do What They are Supposed to Do
Why Managers Often Want to Avoid/Put Off Giving Feedback?
The Fallacy of Putting Off Giving Feedback on Performance
Five Techniques for Giving Feedback
The Differences between Coaching & Counseling
When to Coach & When to Counsel?
Work Situations That May Require Coaching
Work Situations That May Require Counseling
Preparing for a Performance Appraisal Interview
Mutually Establishing and Clarifying Expectations: Objectives and Competencies
Using S.M.A.R.T. Performance Objectives
Resources for Establishing and Defining Objectives and Desired Outcomes
Reasons for Documenting Employee Performance
Creating Achievement/Incident Files
Utilizing the F.O.S.A. Performance Documentation Format
Questions to Ask Yourself When Preparing for a Performance Appraisal
Useful Information to Gather Before Starting an Appraisal
11 Steps to Prepare for an Appraisal Interview
Conducting Effective Performance Appraisal Interviews
Seven Objectives for the Appraisal Interview
Performance Appraisal Discussion Starters
Six Techniques for Conducting Performance Appraisals
A Performance Appraisal Checklist for Managers:
Personal Preparation
Conducting an Appraisal Interview
Closing the Discussion
Post Appraisal Follow Up
Who Will Benefit
Human Resource Professions
Supervisors who want to improve their existing Performance Appraisal process and/or enhance their Coaching, Counseling or Appraisal skills
Speaker Profile
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines

Event link: https://www.traininng.com/webinar/-201092live?channel=science-marketplace-nov_2019_SEO
Contact Info
Traininng.com LLC
Email: traininngdotcom@gmail.com
Phone: US: (510) 962-8903

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Joseph Wilcox
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