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Web: www.m-t-d.co.uk Telephone: 0800 849 6732 1

Performance Management

Whats It All About?

MTD Training, 5 Orchard Court, Binley Business Park, Coventry, CV3 2TQ

Web: www.m-t-d.co.uk Phone: 0800 849 6732 Email: [email protected]
http://www.m-t-d.co.uk/http://www.m-t-d.co.uk/http://www.m-t-d.co.uk/mailto:[email protected]:[email protected]://www.m-t-d.co.uk/http://www.m-t-d.co.uk/


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MTD Training



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2010 MTD Training & Ventus Publishing ApS

ISBN 978-87-7681-703-9


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Contents

Contents

Preface 6

1. Introduction 8

2. Laying the Foundation for Effective Performance Management 12

2.1 Introduction 12

3. Understanding Poor Performance 24

4. Coaching Performance 31


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Contents

5. Performance Improvement for Individuals 38

6. Performance Improvement for Teams 49

6.1 Introduction 49


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Preface

Preface

wide variety of clients


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Preface

Download A FREE Self Study Management Course

FREE Self Study Management Course

Contact MTD:

Online:

Telephone:


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Introduction

1. Introduction

1.1 Benefits of Performance Management

One of the major roles of a supervisor is to manage the performance of the

team and of each individual team member. Although some people find

performance management to be difficult or unpleasant, but when it is done

well, it is about partnership and motivation.


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Introduction

The benefits above are from the point of view of the coach. But there are also

benefits for the employee and your job is to communicate these benefits to

your team.


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Introduction

Follow-through on your performance management process. If you dont stick

to it, you cant expect your team to do so.

Maintain consistency. The targets you set for your team should be the same

performance expectations that you use to evaluate them.

These benefits are attainable for your team when you lay the foundation of a fair,

consistent, clear, and achievable performance management plan.


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Introduction

1.2 Laying the Foundation for Successful Performance Management


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Laying the Foundation for Effective Performance Management

2. Laying the Foundation for Effective


2.1 Introduction


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2.2 Goal Setting

2.2.1. Locke and Latham's Goal Setting Theory

Goal setting can be used in every type of work place and with every level ofemployee.


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Clarity

A clear goal is one that can be measured and leaves no room formisunderstanding.


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Unclear Goal Clear Goal

Get better at processing work orders. Reduce work order errors by 10%.

Improve communications within the team.

Create a system for ensuring that every

team member is informed of changes in

policy, changes in hours, or other

important information. Include a

component where the employee must

acknowledge having received the

information.

Increase the diversity of products that you

sell.

Increase diversity of product sales so that

no more than 25% of your sales come

from any one department.

Learn Microsoft Access. Take Microsoft Access I and II at the

community college by November 30,

2010.

Figure 1: Examples of Clear Goals

Challenge


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Commitment

Feedback

The employee and employer must both be committed to using the resources

needed to complete the goal.

We are motivated by the reward we believe we will receive for completing

tasks.


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Task Complexity

Even the most motivated person can become discouraged if the complexity of

the task wasnt fully understood.


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2.2.2 S.M.A.R.T. Goals

Specific


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Measurable


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Attainable

Realistic


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Timely

2.3 Define Priorities

2.4 Define Performance Standards


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2.5 Provide Feedback

2.6 Maintain Records


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2.7 Know How to Manage Poor Performance


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Understanding Poor Performance

3. Understanding Poor Performance

3.1 Introduction

one.

3.2 Common Reasons for Poor Performance

Before you can coach an employee to their best level of performance, you need to

understand what the barriers are that are keeping them from performing at that level

already.


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3.3 More Discussion on Attitude Problems


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When you speak in that tone of voice, it sounds very aggressive and it makes your

teammates uncomfortable and unwilling to express their own opinions.

When you make negative comments about your team member it causes him to feel as

if he is not a valued member of the team, which impacts his performance.


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When you talk to me with that sarcastic tone, it makes me feel that you dont respect

me or my role as the leader of this team. It makes our relationship strained, when it

could be a mutually supportive partnership instead.


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Coaching Performance

4. Coaching Performance

4.1 Introduction

Coaching is the art of inspiring, energizing, and facilitating the performance,

learning and development of your employees.

Coaching others is more than a science its an art. It requires that two people

remain in a continual dance of communication and partnership.


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4.2 Characteristics of a Successful Coach


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4.2.1 The Coaching Continuum

Figure 2:


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4.2.2 Skills of a Great Coach


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Performance Improvement for Individuals

5. Performance Improvement for Individuals

5.1 Introduction

5.2 The GROW Model


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5.2.1 Goal


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5.2.2 Reality


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5.2.3 Options


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5.2.4 Way Forward

5.3 The OUTCOMES Model


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5.3.1 Objectives

5.3.2 Understand

5.3.3 Take Stock

5.3.4 Clarify

5.3.5 Options Generation


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5.3.6 Motivation to Action

5.3.7 Enthusiasm and Encouragement

5.3.8 Support


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5.4 The Personal Development Program (PDP)


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5.5 Giving Feedback


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Performance Improvement for Teams

6. Performance Improvement for Teams

6.1 Introduction

o

o

o


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o

o

o


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6.2 Building a High Performance Team


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6.3 Team Assessment


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6.4 Twelve Conditions for a High-Performing Team


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6.5 Achieving a High-Performing Team


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Performance Management References

References

Documents

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