logging in or signing up Performance Management 2 saivarun Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 1261 Category: Entertainment License: All Rights Reserved Like it (1) Dislike it (0) Added: September 09, 2010 This Presentation is Public Favorites: 0 Presentation Description No description available. Comments Posting comment... By: pioneer123 (39 month(s) ago) please post this ppt to my mail ID email@example.com Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Performance Management: Performance Management NERCOMP Conference October 27, 2005 The International Bolton, MA Focus of Performance Management: 2 Focus of Performance Management Progress and success toward goal achievement Assessing Needs: 3 Assessing Needs Your goals The employee’s goals The department’s goals The organization’s goals Considerations: 4 Considerations Focus on performance issues Clear expectations Improvement Productivity Objectivity Accuracy Performance, not person Knowledge Ongoing Detailed Monitored Consistent Fair Timely Motivational Why Do Performance Management?: 5 Why Do Performance Management? Communicate goals, mission, values, purpose Improve working relationships Improve management Identify and communicate strengths and areas for improvement Provide feedback Develop Monitor Support Reflecting on Performance Discussions: 6 Reflecting on Performance Discussions Think about your last review: - What thoughts come to mind? What went right, what went wrong? What Do Employees Want?: 7 What Do Employees Want? Clear expectations Positive/constructive feedback on regular basis Understand evaluation criteria Involvement in goal setting • Accurate job descriptions • Be treated fairly and consistently • Sharing of info and resources Job/career enrichment opportunities Elements and Outcomes: 8 Elements and Outcomes Elements Listening Coaching Feedback Outcomes • Better performance • Improved morale, trust, and loyalty • Commitment Listening Skills: 9 Listening Skills Active listening Expression Verbal/non-verbal cues Distractions Retention Active Listening: 10 Active Listening Reflection Reiteration/Paraphrase Body Language Elaboration Acknowledgement Coaching Skills: 11 Coaching Skills Observation Counsel Condition Criteria Response Solutions Agreement Follow through Adjustment Follow-up Feedback: 12 Feedback Purpose Setting Timing Forward focused Two-way Responsive Accurate Balanced Relevant Comprehension Agreement Follow-up Giving Feedback: 13 Giving Feedback • Professional • Purpose Listening vs. talking Performance, not personality Support Privacy Start with positive “I” vs. “you” statements Factual Strategize Goal setting focus Resolution Receiving Feedback: 14 Receiving Feedback Have an open mind Avoid defensiveness Listen for meaning Seek out resolution Give guidance Utilize effectively Communicating Effectively: 15 Communicating Effectively • Preparation • Professionalism • Matching body language to message Tone awareness Scripting Focusing Responsiveness Problem Solving: 16 Problem Solving Define Brainstorm alternatives Identify causes Collect/analyze info Consensus Action plan Goal Setting: 17 Goal Setting SMART Goals: S pecific M easurable A ttainable R elevant T ime sensitive Conflict: 18 Conflict Adversarial positions Right vs. wrong No listening No alternatives offered Unyielding Issues/problems not defined Breakdown in communication Win/lose, lose/lose Destructive Conflict Conflict: 19 Conflict Focus on issue Acknowledge Allow for venting Separate feelings from issues Active listening Allow reflection Repeat back Brainstorm alternatives Obtain agreement Win/win Constructive Conflict A Final Thought: 20 A Final Thought The conventional definition of management is getting work done through people, but real management is developing people through work. - Agha Hasan Abedi You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.