Course Overview for Performance Management at a Workplace

Performance dialogue—regular, structured, face-to-face conversations between managers and their direct reports about individual performance—are one of the most powerful management tools at a leader’s disposal. If done right, performance dialogue can be a catalyst for overall performance improvement. The most effective dialogues are fact-based, lead to action, offer both constructive and challenging feedback, and target the most important issues.

This 2-day programme is designed to equip the participants with tools and techniques to conduct effective performance appraisal and performance dialogue with their subordinates.

Who Should Attend

This course offers practical performance management training, aimed at line managers who have a responsibility for managing the performance and conduct of staff/employees.

Learning Outcomes

At the end of the session, the participants will be able to:

• Explain the importance and the expected outcome of the Annual Performance Appraisal.
• Practise performance management strategies and techniques to enhance the performance and motivation of team members.
• Prepare the documents and information required to ensure a productive performance discussion.
• Use performance dialogue to gain employee commitment to specific changes needed to improve or maintain performance.
• Practise giving and receiving objective and constructive performance feedback with confidence and reduced anxiety.

Methodology

• Presentation
• Skill Practice
• Role Play
• Group Discussion

Programme Details

Duration: 2 Days

Course Content

1. The Principles of Performance Management

• Introduction to Performance Management Framework
• Performance Management Cycle and Purpose of Performance Review

2. Monitoring and Assessing Performance

• Roles of Manager and Employee in Managing Performance
• Manager’s Approach for Managing Different Performance Levels – Star Performer, Mediocre Performance and Low Performer

3. Planning for Performance Review Session

• Review Performance Achievement – Actual vs Plan
• Data Gathering on Achievement and Improvement Area
• Communicate the Intention and Expectation of Performance Review Session
• Activity: Preparing the Performance Review Documents/Form

4. Moving from Performance Management to Performance Appraisal

• Preparation for the Performance Appraisal Meeting
• Planning Your Feedback – What to Say and How to Say
• Prepare for the “Worst Case Scenario”
• Activity: Balance Appraisal – 2:1 Rule of Thumb

5. One-to-One Performance Progress Review Meetings

• Conducting the Performance Progress Review Meetings
• Make It Safe!
• Developing Action Plan to Close Performance Gaps
• Activity: Role Play – Conducting Performance Appraisal Meeting

6. Performance and Career Development

• Preparing Individual Development Plan for Career Development
• Identifying Horizontal and Vertical Career Development
• Coaching and Mentoring for Career Development and Transition
• Activity: Role Play – Career Coaching

7. Performance Improvement Plan

• Initiating Performance Improvement Plan
• Counselling and Coaching Towards Improvement
• Activity: Role Play – Performance Improvement Dialogue

Programme Schedule