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Leadership Skill TrainingManaging Poor Performance |
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| Navigate Your Way to Improved Employee Performance | ||
| Team
Leadership Skills Home Page |
Program Preparation |
Week
1 Eight Key Drivers of Employee Performance |
| Week 2 Managing Poor Performance |
Week 3 One on Ones |
Week 4 Creating Touch Points |
| Week
5 Having Fun at Work |
Week
6 Program Review |
Program Download Centre |
Improve Performance Management:
The Benefits
Why improve performance management?
- One of the qualities of a leader is that they seek to improvement everything they do.
- Good leaders are passionate about becoming excellent people managers because they value people.
- Good leaders will want to improve because improvement is possible.
Leaders who are good at performance management;
- Are less frustrated by their employees
- Have high employee morale and gain high scores in climate surveys
- Exceed all performance expectations
- Are good places to work
- Are filled with high performing team members
- Have active social networks
- Are supportive of each other
- Feel Valued – Contribution is seen as important
- High performers do not feel like they are carrying the low performers
- Feel supported and can ask questions
Improve Performance Management not Punishment
The words “performance management” tends to conjure up all manner of thoughts about the dark side of team leadership skills. Whilst this is a common perception it should not be the case. Performance management should be more about managing good performance than managing poor performance.What Makes a Good Leader Team Leadership Skills Tip:
- If you are willing to have a discussion with an employee about a relatively minor issue then you are unlikely to be faced with having to deal with issues that have escalated in severity.
What Makes a Good Leader Team Leadership Skills Tips:
- Even when having a difficult conversation ensure you approach the conversation in a way that does not harm the employee’s self-esteem.
- Most leaders spend 80% of their time with their poor performers and 20% with their good performers – consider what happens to business performance when this is reversed.
How to Improve Performance Management
Great, you want to take the plunge to improve performance management and in doing so improve your team leadership skills, you have read the reasons why, now lets look at how.To improve performance management you need to establish minimum expectations for
- Employee behavioral boundaries
- Productivity or Performance
What Makes a Good Leader Team Leadership Skills Tip:
- You should only ever establish the minimum level of performance; you should never establish performance targets. By setting the minimum level of acceptable performance you are saying “there is no maximum – the sky is the limit”. Any employee who is not meeting the minimum should be on a performance improvement plan.
Improving Management and Team Leadership Skills
Week 2 - Session Plan
At the end of this manager and team leadership skills session the participants will have the skills, confidence and support to schedule and conduct discussions with their low performing employees.|
Time (minutes) |
Activity |
Method |
|
20 |
Topic
1: Where are we headed Review
the “where your time goes” data collected during the week. Now
let us compare how you currently spend your time with our vision of how a
leader in this business should spend their time. Finishing
with a discussion on any gaps. The
participants do not need to initiate any actions to specifically address the
identified gaps. (this program is designed to bridge the gaps, the
facilitator may need to tailor the program, a little, to suite the
participants) |
White
board & facilitator lead discussion
Time
Record Sheets |
|
60 |
Topic
2: Improve Performance Management Each
participant in turn to discuss their biggest problem employee or the employee
they are least confident to discuss issues with. This
employee may have behavioral issues, performance issues or complex medical or
personal life affecting work issues. Discuss
each how to approach a conversation with each employee getting ideas from the
full group and guidance from the HR manager. If
there are any sensitive or unique issues take them off line one-on-one. |
Round
table discussion |
|
90 |
Role
play: Each
participant in turn to role-play their selected performance conversation Be
prepared for a lot of “what if the employee says ………” questions and allow the
conversations between the participants to flow. The
HR manager should respond to all questions. |
Role-Play
& Discussion |
|
15 |
Wrap
up: Each
participant to commit to having this first discussion by the next session. The
HR manager should make time available during the week to discuss any issues
the participants may have. |
Discussion |
Manager and Team Leadership Skills
Between Sessions Responsibilities
To improve your manager and team leadership skills between week 2 and week 3 the following actions are required to be completed.Team leaders:
- Make their one-on-one appointment with their target employee(s)
- Advise their manager and the HR manager of the one-on-one time slot.
- Prior to the session (30 minutes) team leader discusses their planned approach to their one-on-one with their manager or the HR manager.
- After their one-on-ones the team leader discusses how it went with their manager or their HR manager.
Team Manager:
- Find out what time the team leaders have booked their one-on-one
- Check 1 hour before the one-on-one that it is still scheduled
- Follow up after the one-on-one to see how the team leader went
HR Professional:
- Be available to support the team leader before their one-on-one to assist with approach and to answer any last minute questions.
Team Leadership Skills Program Home