Performance Management Advanced Program
“My people don’t seem to be motivated although I increased their salaries this year.”
“I set clear KPIs, but no one seems to make an effort towards their achievement.”
“I give feedback whenever something goes wrong, but it doesn’t seem to improve performance.”
These are topics that we can frequently hear in discussions between peers, management meetings, leadership training and coaching sessions.
Most of the companies nowadays are concerned about stimulating and monitoring the performance of their teams, have systems of evaluating performance in place, and yearly or semestrial performance evaluation discussions between the managers and their teams.
Nevertheless, performance evaluation is perceived by most employees as a formality imposed by the HR, limited to one or two official talks during a year, that often bring discomfort or even frustration, to both the manager and the evaluated person.
Understanding why performance evaluation systems don’t necessarily lead to improved performance, implies, first of all, understanding some basics about motivation: How does it work? What moves a person to make an effort in a certain direction? To what extent can we really motivate the others?
One or two performance evaluation discussions per year, as isolated actions, are not enough to keep people engaged and sustain performance in the long run. What type of communication is necessary to keep an optimum level of involvement and responsibility among the people in our teams?
We say we give feedback to motivate people and to improve performance. In reality, we give and get feedback when something is not working properly and we can easily notice that it rarely achieves its declared purpose, of generating a change for the better. What are the alternatives?
Moreover, any company has in place systems and processes that are meant to improve performance (setting and monitoring KPIs, giving rewards and recognition, etc.).
Do they really work? How can they be approached differently so as to have a better impact?
Regardless of the performance evaluation system a company uses, the impact of the performance evaluation talk depends on how it is carried through.
How do we move past what happened in the previous period of time to focus on the future and inspire a willingness to develop in the evaluated person?
About the Program
This program will bring the answer to these questions and to a lot more others.
This is a complete program of experiential learning, where the participants will be provided with the necessary techniques and tools and will then be supported to implement a practical project from beginning to end in their organizations.
This program is for you if:
- You work in an HR department and are responsible for managing the performance evaluation system in your company
- You are interested in implementing a performance evaluation system or improving an existing one
- You are interested in improving your understanding about the motivation of the people you work with
- You are willing to improve your abilities to communicate with the others in a way that stimulates their willingness to develop
Program Structure
The program entails a rigorous and demanding curriculum that will consistently captivate your attention. Throughout your participation, you will benefit of: