Performance Dialogues
Performance conversations with the team members about their development are an essential component of successful performance management and can really help organisations drive business impact. But great performance conversations, those that are open, honest and two-way are difficult to get right. Too often the responsibility falls on the line managers, most of whom will have some training in performance management but few of whom woud have been trained specially in the difficult art of managing a performance conversation.
GrowthSqapes believes that line managers need to be developed to ensure performance management conversations are handled in a way that makes all team members and especially the more talented ones feel valued and are encouraged to remain engaged.
Objectives
- Build an understanding of the role of a leader in enabling and managing performance.
- Develop higher-order managerial skills pertaining to managing performance.
- Drive performance culture.
- Build consistency between performance and reward.
Who Should Attend?
- Entry-level Managers – First-Time Managers who are transitioning from an individual contributor role to a People Manager role.
- Well transitioned FTM – People Managers who have transitioned well into the role but need further managerial skill development.
Key Learning for Participants
- Understand the process of setting goals and performance expectations.
- Creating and observing the measure of success.
- Learning the skill of review and feedback to drive performance.
- Learning to motivate to sustain performance.
Business Impact for Organization
- Improved role effectiveness of the new managers.
- Improved productivity and predictability of business results.
- Reduced attrition and a higher level of Team Engagement.
- Positive impact on the performance and morale of the team.
Design Elements
Delivery Elements
