Managing Employee Performance (1.5 Hours)

Description

Course participants learn how to detect, identify, and question problems in the workplace, determine the scope, frequency, and impact when they occur, and diagnose root causes – both external and internal – to help find the best solution and avoid a contract termination of a valuable employee. This course explores the factors involved in successful performance management, phases of the performance management process, critical success factors, and key performance indicators. Additionally, learners identify key job requirements when creating a role profile. The course provides an in-depth understanding of developing an employee performance plan and monitoring ongoing performance to avoid unhappy surprises during performance reviews. Finally, course participants learn how to identify top performers and how to keep engaging and challenging them by providing the right environment, leadership, and communication.

 CE Broker:
Approval Number: 20-867110
Provider Number: 50-31808

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Course Outline

Managing Employee Performance – 1.5 Hours

Keeping Top Performers Challenged

Top performers expect a lot from themselves. Managing performance in these highly driven people is essential because top performers are such valuable assets to a company. Managers and leaders must keep them engaged and challenged or else lose them to new challenges elsewhere. In this course, you’ll learn how to identify your top performers. You’ll also learn how to keep engaging and challenging them by providing the right environment, leadership, and communication.

Planning an Effective Performance Appraisal

Few tasks make managers more uncomfortable than conducting performance appraisals – especially when an employee has a performance problem. It doesn’t have to be this way. Difficult conversations, and even terminations, can often be avoided with some effective planning to establish goals, competencies, and performance requirements. Appraisals assist with managing performance, as they encourage employees to perform their jobs well because they’re addressing the highest priority responsibilities and operating in a way that the organization expects. Managing performance in top performers, who are particularly valuable to the company, requires challenging and engaging them so they don’t terminate their contracts to go look for challenges elsewhere. In this course, you’ll learn about developing an employee performance plan and monitoring ongoing performance so there are no unhappy surprises at performance review time.

Creating a Plan for Performance Management

Do you know if your team’s goals are consistently being met or if employees are always performing at their peak? Do you dread difficult conversations when there’s a performance problem that needs to be addressed? Effectively managing performance can help avoid the termination of employees and boost productivity at all levels of your organization. Challenging and engaging top performers is key, as these high achievers are very valuable to the company and may terminate their contracts to seek challenges elsewhere. In this course, you’ll learn about the factors involved in successful performance management. You’ll explore the phases of the performance management process, critical success factors, and key performance indicators. Finally, you’ll learn about identifying key job requirements when creating a role profile.

Detecting and Dealing with Performance Problems

When valuable top performers choose to terminate their contracts to take up more challenging positions elsewhere, it can be a consequence of poor performance management. Identifying a performance problem early and diagnosing it accurately is key to managing performance effectively. You’ve got to involve employees in what might be difficult conversations to discover actual root causes and come up with the best possible solutions. In this course, you’ll learn how to detect, identify, and question problems in your workplace, determine the scope, frequency, and impact when they occur, and diagnose root causes – both external and internal – to help find the best solution and avoid a contract termination of a valuable employee.