Debbie Narver, BSc MBA MScIBStrategic Management Instructor at NMC Strategic Manager

Increase Employee Performance & Maximize Results

with Performance Management

Managers want employees to perform well

When each employee performs well, your entire business unit (and organization) performs well

But the reality is, there’s often a disconnect between the results we want and what’s delivered.

Some employees perform well, but others seem to have problems.

If we don’t address problems…

Not only does it have a

direct impact on

productivity, but it

can damage morale

and the reputation of

your business.

Most employees want to perform well

We spend a large part of our day at work, and most employees want to feel productive.

But there are many things that can contribute to poor performance – lack of training, poor fit, lack of motivation, personal problems, conflict with other employees…

The answer is Performance Management

Performance Planning

•Goals

•Measures

Performance Management

•Evaluation

•Feedback

A Non-Disciplinary Approach to Manage Employee Performance

Setting and Communicating Clear

Expectations

Evaluating Performance and Providing

Effective Feedback

Removing Barriers & Applying Motivation

to Maximize Employee Performance

We assume that most people actually want to perform

well, but things may have gotten in the way to block

their performance (including their own attitude).

Once a person feels unsuccessful, it can set up a viscous

cycle of low self-esteem, avoidance and defensiveness.

Our goal is to get them get back on track and build

success

VS

Performance

Planning

Performance

Management

Setting Goals

Defining Results

Setting Targets

Scheduling Reviews

Evaluating Results

Changing Behaviour

Resolving Problems

Improving Results

A non-disciplinary approach

This could be taking poor performers to satisfactory levels, average employees to high performing levels, and high performers to excellence.

What can managers do to help?

3 Critical Steps for Improving Performance

1. Set Clear Expectations

How can we expect someone to perform when they are not clear on what’s expected? We need to define the results and outputs.

Set specific

results

(targets)

Define how

they will be

measured

Agreement,

accountability

Specific

Measurable

Attainable

Relevant

Time-bounded

SMART Goals

2. Provide Regular Feedback

How well are they meeting the goals? What are the barriers?

Let the employee know both when they have done something well (reinforcing feedback), and what they need to change (corrective feedback).

Recognize and

appreciate what

they did well

Investigate what

didn’t go well

Agree upon what

needs to change

3. Meaningful Motivation

It isn’t always about money! Each individual (and their situation) is unique.

Get to know what motivates each employee

Why Motivate?

Everything we do is based on motivation

We take actions to obtain desired results

Managers need to understand and direct

VS

Intrinsic Extrinsic

Motivation from within

Powerful and

individual

Sustainable

External Motivators

Often costly (time and

money)

Often short term only

Putting it together

Next steps for Managers

Learn to apply the Performance Management Framework

Our courses cover in-depth techniques to plan and manage performance for your employees and your overall business unit.

Set goals

Define measurable

targets

Monitor and motivate

Take corrective action

Evaluate results

Develop Your Skills in Performance Management. Start now and get results!

www.nmcstrategicmanager.com

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