The Performance Management Cycle
Organisations use Performance Management
Processes to align individual performance with organisational achievement.
Focused through the line management relationship, performance management
requires several processes and skills to deliver on its promise to drive
improved performance and alignment across a business.
How I Create Effective Performance Managers
Although a lot of attention gets focused on Appraisal
Processes and Forms, my experience is that what makes the difference
between a more and less effective Performance Management Process is actually
the quality and effectiveness of the dialogue that happens between individuals
and their line managers.
Most people would agree that performance management skills are critical for their
leaders at all levels. And my experience, both personal and my work
with managers, tells me that these skills are not easy, and that
most managers benefit from some skills development in this area. The
skills I enable people to develop are:
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"Sue’s contribution to developing and
running management appraisal training has been invaluable.
Working with us, Sue developed a high quality programme that not
only raised awareness of our process and practices, but also
developed essential, performance management skills."
Head of HR & OD, Oxfordshire County Council
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Objective Setting - identifying areas for performance and
development objectives, and then formulating them into SMART goals
Performance Assessment - accessing relevant information about
individual performance and making informed assessments
Constructive Feedback - giving managers the confidence and
skills to be effective in praising good performance and confronting
under-performance
Personal Development Planning
- giving managers a 'toolkit' for creating development plans that
happen, and make a difference.
Coaching - developing managers' coaching skills for use in
their performance and development one-to-ones
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+44 (0)118 983 1766
