About the Programme

People automatically equate managing performance with the annual review. But when we talk about managing performance we are referring to what you are doing to your people every day. It is about how you are managing your people on a daily basis. There is no distinction between managing people and managing their performance, the two are part of the same activity.

The common problem is that generally speaking, managers tend to be task focused, they have a ‘task first’ approach. This means that they focus on the task rather than on the person doing the task. We encourage a people-first approach. We have to focus on our people.

Excellent performance of tasks comes as a result of putting our people first. The importance of this cannot be underestimated. Whatever approach we take as managers will determine how we speak to our staff, how we include them and how we listen to them. It will determine everything.

Furthermore, appraising performance and managing performance are two very different things. Appraising performance is evaluating it several times a year. Managing performance is something we as managers should be doing every day. The two should not be confused, or worse, treated as substitutes for each other.

This programme broadens our understanding of our role as managers and gives participants practical directions to effectively manage people and their performance. Managing people’s performance is not an occasional act, it is a constant attitude. It is not about what we do to people, it is about how we are with people. This programme helps managers to discover how to get the best out of their people and improve satisfaction for both themselves as managers and their teams.

Who is this programme for?

Those with responsibility for managing or supervising people.

Duration

2 Days (9:00 am – 5:00 pm)

Content Outline

• What is the nature and responsibility of the manager’s role?
• Realising our people’s full potential – How?
• Understanding the cause of poor performance
• Motivation - natural or created?
• The Needs Grid – an effective management tool
• Delegating effectively
• Matching management styles to staff profiles
• Addressing blind spots and incompetence
• Meeting with your people and addressing performance issues – How to proceed?
• Resolving conflicts and difficult situations
• Providing feedback perceived as negative
• Practical directions and exercises for ongoing development

The Benefits

Having completed this course participants will:

• Know what managing people and performance entails
• Understand the nature and responsibility of the manager’s role
• Appreciate that every individual has potential and see how it may be realised
• Be equipped to manage personnel at different levels and with different capacities
• Be able to address delicate performance issues with staff