Managing Employee Performance: Behaviour & Attitudes

Program Overview:

Performance management is more than periodic evaluation of performance. It is the art and science of dealing with employees in a manner intended to positively influence their thinking and behavior to achieve a desired level of performance. Accordingly, it involves directing and supporting employees in line with the organization’s vision and aims, and ensuring that the organization’s strategic goals reflect the needs of the business and are understood by all employees. But it also means that HR professionals, Business Partners, and Line managers need to understand human psychology, human behaviour, and employee attitudes in achieving the organization’s goals.

For Whom:

This program is designed for HR Business Partners, All HR and Learning and Development professionals, Leaders and Managers who have responsibility for performance management, and those who are new to managing people and are looking for an insight into improving their people management skills.

Learning Objectives:

At the end of the course, participants will be able to:

■ Identify & list the key competencies of Emotional Intelligence

■ Illustrate examples of performance decline and the appropriate interventions needed

■ Be more effective as a manager or supervisor

■ Get the best out of their people

■ developed a clearer picture of their own attitudes and behaviour, and therefore also, of the motivation, attitudes, and behaviour of other people.

■ Improve your skills in practical performance management – such as appraisal, discipline, and grievance management

Course Outline:

Day 1: Understanding the individual

■ Understanding human psychology

■ Understanding yourself

■ The Johari window

■ How are attitudes formed?

■ Your personality style explored

■ Emotional Intelligence (EI)

Day 2: Performance Improvement Planning (PIP)

■ Introduction to PIP

■ Understanding performance decline

■ Factors affecting work performance

■ Work performance interviewing

■ Communication skills for performance improvement

■ Managing good performance – behavioural reinforcement theory

Day 3: Managing Employee for Performance

■ Discipline, capability, and grievance

■ Recognizing the difference between Capability and conduct issues

■ The “rules of Natural Justice”

■ The purposes of discipline

■ Models of motivation and behaviour

Day 4: How to make a Performance Appraisal System Work

■ The principles of effective performance appraisal

■ Why performance appraisal matters

■ Performance management in a multi-cultural setting

■ Common reasons for failure and mistakes made

■ How to deal with common mistakes and

minimize failure

■ How to structure an appraisal meeting

– a step-by-step outline

Day 5: Understanding Others

■ Behaviour styles – passive, aggressive,

passive-aggressive & assertive

■ Giving feedback with Emotional Intelligence (EI)

■ Providing appropriate career-path planning

– supporting development

■ Assertive Communication skills

■ Personal Action Planning

Training Methodology

Lectures, discussions, exercises, case studies, audio-visual aids will be used to reinforce these teaching/learning methods.