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Performance Management

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Hi

We are currently reviewing our performance management practices, processes and training solutions.

We are looking to put together a Performance Management ‘Toolkit’ for our Line Managers that is likely to contain things like scenarios and case studies, hints and tips around performance management, questioning techniques, etc.

I would really appreciate it if anyone would like to share what type of training solutions, materials, and support they offer to their Line Managers around Performance Management.

Thanks in advance for your help.


Regards

Stacy Bond

HR Training & Development
Externally: 07808 098489
E-mail: Stacy.Bond@britvic.co.uk



Stacy Bond

4 Responses

  1. Got just the stuff
    Hi Stacy,

    I run Performance Management Courses at Peugeot, Coventry. I will email you some outlines etc.

    Neil

  2. Willing to Share
    Stacy,

    I have revised our Performance Management processes & policies in teh last year & rolled out training to the managers to support this. Please contact me if you would like sight of what we have done.

    Karen.

  3. Practical exercises rule
    We have recently run several workshops on performance management and appraisal. I found a very useful toolkit from the CIPD, called exercises in appraisal and performance development.

    I used several of these practically oriented exercises and backed this up with theory in the form of resources / reading material on our intranet. We also used some useful Video Art DVDs as well. I wanted to keep the sessions practical as managers are probably bored by the annual performance management lecture. By using these exercises they could rediscover all the theory for themselves.

  4. It’s everyone’s job
    Hi Stacy

    We work with a number of different organisations in this area. We find that a tailored approach focusing on the human aspects rather than any new paperwork works extremely well. The more real the case studies and the more honest the managers can be, the better.

    In larger organisations, the needs in different areas can vary considerably, depending on the existing management style, so a ‘one size fits all’ programme may not be as effective as a modular one.

    Training and development can make a major impact. A recent programme was assessed not by the participants, but by the employees who they were managing. 71% of staff stated that they received a clear set of objectives to achieve, a doubling of the pre-programme score. Overall
    83% of staff believed that there was a marked improvement in the way that their appraisal was carried out, post training.

    One area that shouldn’t be overlooked is how employees will be expected to behave differently, a small investment in making the front line aware of how the new practices and processes affect them, and how they can benefit from them, can be the difference between success and failure.

    If you’d like any help please feel free to get in touch.

    Claudine

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