• Understand the elements of an effective performance management system
• Help employees create individualized performance goals
• Provide clear direction so that employees know what is expected of them
• Offer ongoing feedback for positive guidance and improvement
• Develop credible measurements that impact results and have meaning for employees and the organization
• Establish an accountability system for non-performance

I.     Overview

• What is a performance management system?
• What are the elements of a performance management system?
• Why use a performance management system?

II.    Establishing performance goals

• The benefits of setting expectations:
  • Let employees know what you expect
  • Integrate new members into your department/organization
  • Give employees written goals to measure their performance by – create a culture of ownership and accountability
•  Translating organization goals into individual performance goals
• Turning general goals into measurable performance plans (action plan)
• Common goal-setting mistakes
• Activity: Process of translating a corporate goal into an individual performance goal
• Manager’s checklist

III.    Proactive coaching

• The benefits of proactive coaching:
  • Head off problems before they develop
  • Keep staff/department productive and happy/motivated/satisfied
  • Improve communication between managers and their employees
  • Create a culture of continuous learning
• The process of making observations and giving feedback (SMART)
  • Set people up for success
  • Make an observation
  • Assume positive intent
  • Recreate the specific behavior
  • Talk about the future
• How to conduct a quick coaching session
• Activity: Translating general comments or opinions into observable, measurable behaviors. 
• Manager’s checklist

IV.  Measuring and evaluating performance

• The benefits of measurement and evaluation:
  • Align organization and individual goals to increase corporate performance
  • Help employees to continue to develop their skills
  • Clearly track and communicate individual and department performance to upper management
  • Determining what to measure, how to measure and how often to measure
•  How to reward performance goals that are met or exceeded
• Activity: Choosing the right measurements.
• Manager’s checklist

V.    Recognizing performance gaps

• The benefits of recognizing performance gaps
  • Recognize problems and address them appropriately (so more drastic measures don’t have to be taken)
  • Determine why standards aren’t being met
  • Generate buy-in from employees to meet performance standards
• Eliminate obstacles to meeting performance goals
• Establishing accountability for non-performance
• Developing performance improvement plans
• Activity: Confronting non-performance
• Manager’s checklist