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PERFORMANCE
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Focus of Performance Management2
Progress and success
toward goal achievement
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Assessing Needs3
Your goals
The employees goals
The departments goals
The organizations goals
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Considerations4
Focus on performanceissues
Clear expectations Improvement
Productivity
Knowledge
Ongoing
Detailed
Monitored
Consistent
Objectivity Accuracy
Performance, not person
Fair Timely
Motivational
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Why Do Performance Management?5
Communicate goals, mission, values, purpose
Improve working relationships Improve management
Identify and communicate strengths and areas
for improvement Provide feedback
Develop
Monitor Support
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Reflecting on Performance Discussions6
Think about your last review:
What thoughts come to mind?
What went ri ht, what went wron ?
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What Do Employees Want?7
Clear expectations Positive/constructive
feedback on regular basis
Accurate job descriptions Be treated fairly and
consistently
Understand evaluationcriteria
Involvement in goal setting
ar ng o n o anresources
Job/career enrichmentopportunities
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Elements and Outcomes8
Elements
Listening
Coaching
Outcomes
Better performance
Improved morale, trust,
Feedback
Commitment
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Listening Skills9
Active listening
Expression Verbal/non-verbal cues
Distractions
Retention
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Active Listening10
Reflection
Reiteration/Paraphrase Body Language
Elaboration
Acknowledgement
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Coaching Skills11
Observation
Counsel Condition
Solutions
Agreement Follow through
Response Follow-up
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Feedback12
Purpose
Setting Timing
Accurate
Balanced Relevant
Two-way
Responsive
Agreement
Follow-up
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Giving Feedback13
Professional Purpose
Start with positive I vs. you
. Performance, not
personality
Support
Privacy
Factual
Strategize
Goal setting focus
Resolution
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Receiving Feedback14
Have an open mind
Avoid defensiveness Listen for meaning
Seek out resolution
Give guidance
Utilize effectively
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Communicating Effectively15
Preparation
Professionalism Matching body language to message
Tone awareness
Scripting
Focusing
Responsiveness
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Problem Solving16
Define
Brainstorm alternatives Identify causes
Collect/anal ze info
Consensus
Action plan
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Goal Setting17
SMART Goals:
Specific
Attainable
Relevant
Time sensitive
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Conflict18
Adversarial positions
Right vs. wrong
Issues/problems notdefined
Destructive Conflict
o s en ng
No alternativesoffered
Unyielding
rea own ncommunication
Win/lose, lose/lose
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Conflict
19
Focus on issue
Acknowledge
Allow reflection
Repeat back
Constructive Conflict
Separate feelings fromissues
Active listening
alternatives
Obtain agreement
Win/win
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A Final Thought20
The conventional definition of management is gettingwork done through people, but real management is
.
- Agha Hasan Abedi
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