Duration
1 day
Learning outcomes
Upon completion of this course, participants will be able to:
Examine how performance management works & the tools used to make it work
Analyze the three phases of performance management
Assess the effectiveness of each phase
Implement effective goal setting & how to use goal setting as an integral part of performance management
Practice giving feedback on performance management
Gain insight into the impact of effective motivation in the workplace
Develop a performance journal & a performance plan
Set clear & defined goals as part of the motivation process
Identify specific challenges of workplace motivation & learn how to
Who should audience
Employees
Training Methodology
- - Interactive lecture
- - Group discussion
- - Presentation
- - Games
- - Role Play
Module 1: How to Conduct an Effective Employee Performance
Review
Preparing for an effective employee performance review begins with setting clear goals and expectations. Here are some tips to help you conduct a successful review:
Plan ahead: Schedule the performance review well in advance to give both you and your employee enough time to prepare. Allow ample time for reflection and self-assessment on both sides.
Review past performance: Look back at your employee’s past performance and discuss their strengths and areas for improvement.
Consider using a mix of quantitative data (numbers, targets, and percentages) and qualitative information (feedback from peers and managers) to paint a clear picture of their progress.
Be specific: When providing feedback, use specific examples to illustrate your points. Avoid vague statements or generic praise. This will help your employee understand how their actions impact the team and the company.
Listen actively: During the review, make sure to provide ample opportunity for your employee to express their thoughts and concerns. Practice active listening by truly engaging with their feedback and asking follow-up questions. (Learn more: Active
Listening: Techniques, Examples, Tips)
Set achievable goals: Work with your employee to set realistic, measurable goals for the future. Ensure that these objectives align with the company’s overall vision and values.
Provide ongoing support: Performance reviews shouldn’t be the only time you discuss your employee’s progress. Maintain open communication throughout the year and offer guidance and support as needed.
Module 2: What Skills and Competencies Should a Review Assess
Technical skills: Assess your employee’s job-specific knowledge and expertise. For example, their proficiency in software programs, tools, or equipment relevant to their role.
Communication skills: Evaluate how effectively your employee communicates with colleagues, managers, and clients. This includes both written and verbal communication.
Teamwork and collaboration: Consider how well your employee works with others and contributes to team goals. Their ability to collaborate, lend support, and solve conflicts are key aspects to assess.
Problem-solving and critical thinking: Assess your employee’s ability to analyze situations, identify issues, and develop effective solutions to overcome challenges.
Time management and organization: Evaluate how well your employee manages their workload, prioritizes tasks, and meets deadlines.
Leadership and management skills: For those in leadership roles, assess their ability to guide, motivate, and direct their team to reach goals and grow professionally.
Adaptability and flexibility: Consider your employee’s ability to cope with change, learn new skills, or adjust to shifting priorities in the workplace.
Module 3:
Motivation on the Job
The Key Factors
Creating a Motivational Organization
Creating a Motivational Job
Module 4:
Dealing with Individual Morale Problems
Intrinsic and extrinsic motivating factors
Module 5:
Setting Goals
Goal and Motivation
Setting SMART Goals
Evaluate and Adapt
Team building game
Programme scope, delivery arrangements and suitability are confirmed during enquiry.