INTRODUCTION FOR MANAGING UNDERPERFORMANCE IN THE WORKPLACE 

This workshop will help you to understand the legislation, including unfair dismissal and the risks when poor performance is not effectively managed. Addressing underperformance can be challenging for both managers and employees. Failure to address underperformance appropriately, sensitively and promptly, can have a profound impact on the workplace culture and productivity. The issue is unlikely to go away on its own, and other employees may lose motivation if they have to carry the burden of poor performing colleagues.

COURSE OBJECTIVE

• Know the basics of performance management
• Be skillful in setting right objectives and KPIs
• Learn how to manage and improve performance
• Ascertain how to monitor employee performance with ongoing review
• Learn how to intervene, rather than confront
• Develop skills to bring the focus back to performance
• Understand the impact of coaching and feedback
• Be competent to manage performance improvement plan

COURSE CONTENT

Module 1 – Introduction to Performance Management

• Definition of  Performance Management
• The Importance of Establishing a Culture of High Performance
• The Four Phases of Effective Performance Management
• The Role of HR and Leaders within Performance Management

Module 2 – Performance Management: Setting Performance Objectives

• What are the performance objectives?
• Key Elements of Performance Objectives – SMART
• The Importance of Agreeing to Objectives
• Quantitative and Qualitative Objectives
• How to set SMART Objectives
• What are KPIs?
• Linkage between Performance Objectives and KPIs

Module 3 – Monitoring Employee Performance with Ongoing Review

• What is employee performance monitoring?
• Addressing the Performance Gap
• Managing a Performance Problem

Module 4 – Impact of Positive and Constructive Feedback and Coaching

• Optimal Feedback Models to Provide Constructive and Developmental Feedback
• Impact of Giving and Receiving Useful Feedback
• Coaching for Effective Performance
• Continuing Professional Development: Personal Development Planning (PDP)

Module 5 – Understanding Underperformance

• Define underperformance
• Difference between underperformance and misconduct
• What does underperformance look like
• Common performance issues
• Clarifying the role of the manager in underperformance situations
• The benefits of managing underperformance effectively
• How to conduct a Performance improvement conversation
• Consequences of ongoing underperformance

Module 6 – Definitive Action to Manage the Problem

• Clarifying performance expectations with employees
• 5-step best practice approach
  • Step 1 — Identify the problem
  • Step 2 — Assess and analyze
  • Step 3 — Meet with the employee
  • Step 4 — Agree on a solution
  • Step 5 — Monitor and review
• A Ten-step Plan for Managing Poor Performance

Module 7 – How to conduct a session on performance improvement Plan

• Choice of venue and time
• Conversation approach
• Supervisory professional style
• Invite staff to feedback
• Seek confirmation that staff understand the problem and superior’s expectation
• Structure the conversation
• Conclude the meeting on a positive note
• Follow up as per the timeline defined

Module 8 –  How to deal with underperformance forward

• What is the legal compliant way of dismissing an employee for underperformance
• What questions to ask yourself
• Honesty and sympathy
• Understand the external cause
• Improve employee engagement
• Give appropriate training
• Understand what motivates employees
• Recognize their past accomplishments

WHO SHOULD ATTEND

• Managers and executives who have to participate in performance management.

NUMBER OF PARTICIPANTS

• Maximum 20 pax

DURATION

• 2 Days

METHODOLOGY

• Lecture 30 %
• Interactive questions and answers
• Group Discussion
• Case studies
• Role play
• Video clips

HOW TO ENQUIRY FROM US?

1. Fill in the form below and submit to us.
2. Initiate a conversation via live chat on the bottom left of our website by stating: “Hi, my name is [your-name], I‘ve already submitted the form for this training.”
3. We‘ll promptly reach out to you regarding the training you‘re interested in.