Performance Management Training
Increase Results Through Performance Management
- Your evaluation process doesn’t have internal credibility
- Individual, department and company goals are not in line
- Some employees actually have competing goals
- Most evaluations end up becoming arguments or disagreements
- Employees don’t receive proactive or constructive feedback
- Employees don’t accept accountability or responsibility to improve
- Our evaluation form is too long and too complicated
- Evaluation interviews take too much time
- Employees really aren’t sure exactly what to do to earn a high evaluation rating
- Managers and supervisors haven’t received effective performance management training
Deliver Evaluations That Really Improve Performance
- Managers and employees don’t by in to your evaluation form or process
- Inconsistency in evaluations generates gossip and perceived favoritism
- Employees feel that evaluations aren’t fair or balanced
- Managers procrastinate at doing evaluations because the whole process takes too long
- Evaluation reviews turn into arguments and hurt feelings
- Most managers don’t like to judge their employees
- The evaluation form is too long, too complicated and too hard to fill out
- Most companies don’t have performance standards or goals
- There’s too much paperwork involved in evaluating employee performance
- Employees feel the evaluation just points out what they’re doing wrong
- Managers and supervisors haven’t received effective performance management training
Coaching & Counseling Employees for Top Performance
- Supervisors procrastinate in coaching or counseling because they’re afraid of hurting employee’s feelings
- Coaching or counseling documentation is inconsistent because of a lack of new supervisor training or management training
- Supervisors and managers need to be more assertive in addressing performance issues
- Employee development aspect of coaching needs to be improved
- Supervisors need to fully understand the principles and benefits of progressive discipline through an effective management training course
- Coaching or counseling sessions end up in hurt feelings, arguments or disagreements
- Managers need to understand how to train their employees better
- Managers need to counsel emotional employees more effectively
- Supervisors need to remain in control of their emotions when counseling employees
- Supervisors and managers haven’t received performance management training
Corrective Coaching & Discipline Skills
- Supervisors & managers aren’t comfortable disciplining employees
- Employee performance issues aren’t being dealt with proactively
- Some supervisors have lost control to strong-willed employees
- The company doesn’t have a consistent progressive discipline policy
- Supervisors aren’t consistent in how they apply the discipline policy we do have
- Coaching or corrective meetings end up in arguments
- Employees don’t accept accountability or responsibility to improve
- We don’t have a Performance Improvement Plan (PIP) that works
