Performance Review Skills

The rules for work have changed and we all have to perform better, work smarter, stay motivated, and achieve specific objectives – and if you are a manager or supervisor you have to lead individuals and teams to do the same. Most managers are expected to do all of this without being shown how, so this workshop is aimed at showing what skills are needed to successfully manage other people’s performance towards specific goals.

This Performance Review Skills course is available throughout the UK.

CPD Value 5.5 Hours

Course Locations

Performance Review Skills London
Performance Review Skills Manchester
Performance Review Skills Nottingham
Performance Review Skills Birmingham
Performance Review Skills Bristol
Performance Review Skills Edinburgh
Performance Review Skills Leeds

09:30 – 10:45 Introductions

Clarifying What Needs To Be Achieved – all performance management begins with clarifying what desired performance is, setting relevant objectives and key performance indicators to know when satisfactory performance has been reached, and working out how to achieve those indicators

Setting Realistic Targets & Action Planning – to achieve desired performance specific targets must be set and worked towards. SMART targets are well known but many managers either don’t use them or don’t realise that they can only be used in 4 specific areas of performance. This section deals with how to help your staff set achievable, relevant targets

11:00 – 12:30 Using Management Styles Effectively – most managers know that there are different management styles but continue to use only one or two for all employees and in all circumstances. People at different stages of competence, and teams at different levels of performance, need different management styles to perform at their best. Therefore, we will look at various management styles, when to use them, and, more importantly, what each style means in terms of your behaviour as a manger

Identifying Different Working Styles – part of knowing which management style to use depends on what working style individuals use so that you can adapt your style to encourage the best performance from them. In this section we will identify 4 main working styles and how to work best with them; and you will be offered the opportunity to answer a short questionnaire to identify your own working style preferences12:30 – 13:30 Lunch

13:30 – 15:00 Feedback Skills – feedback is a vital skill when helping a person reach desired performance levels. Therefore, we will make sure that we explain how to give useful, useable feedback, and show the most widely used models of giving feedback used by professionals today

How To Coach – many people are experienced in giving and/or receiving coaching in competitive environments but coaching to improve business performance is slightly different to coaching a sports team to success or coaching an individual to win a chess tournament. The principles are the same but the execution is different so we will go through the most widely used coaching models used in business so that you can begin coaching your staff the very next day

15:15 – 16:30 Giving Effective Appraisals – many managers have not been trained in how to conduct effective formal and informal appraisals. Used effectively, appraisals keep performance on track and stimulate and motivate staff; used ineffectively they are often a waste of time and a demotivator to staff. By combining SMART, management styles, feedback, coaching and motivation, appraisals can become a valuable tool in maintaining and improving performance

Motivation – this section looks at why, and how, people are motivated. We will cover the main elements of what motivates people in general and also what motivates people in the working environment specifically. You will be encouraged to think about your team and the individuals within it to work out how to keep motivation levels high in both

Summary & Action Planning

Performance Review Skills - Benefits

By the end of the day participants will know how to:

• Assess current performance of employees
• Help people set achievable targets
• Use different management styles in different circumstances to help other people achieve desired results
• Conduct useful appraisals on key performance indicators and workplace behaviour
• Give useful feedback and coach effectively