Performance Management Workshop

Helping your team get engaged through outstanding performance management.

♦   Clear expectations

♦    Quality conversation

♦   Two way accountability

Has performance management become a dull, soul-sucking activity, dreaded by everyone?

Developing your team can be the most interesting and satisfying part of your role.  However poor performance management can take the soul and energy out of people development leading to dull, bureaucratic conversations

What stops you holding quality performance management conversations?

♦  The day job gets in the way and we never have time for Performance Management conversations.

♦ There is a general feeling of empathy.

♦ Feels like an HR process rather than something useful.

♦ I don’t know how to structure the conversation.

♦ My team isn’t very good at planning for these meetings.

♦ I get anxious giving developmental feedback to colleagues.

♦ The team’s goals are changing all the time.

Supporting leaders who want to get the best from their people.  

I work with ambitious, high growth SME’s who are looking to put people at the heart of their thriving business with practical, engaging performance management conversations.

When the needs of the business can combine with the needs of each individual then magic happens.  Engagement levels soar, colleagues give their discretionary effort and the much sought after creativity of each colleague is shared.

What will you learn?

How brilliant performance management is central to a highly engaged culture.

The three sides of performance management – the process, the manager and the colleague.

A performance management process which supports high-quality conversations with everybody in a resourceful place.

Goal-setting for clarity on what needs to be achieved.

Review the previous period to celebrate the wins and take the learnings.

Identifying development needs to be supported in the upcoming period.

Coaching effectively so that the colleague is doing the thinking and brainstorming.

Providing feedback so that learnings can be taken.

Two-way accountability between the leader and colleague

Difficult performance management scenarios

Practice sessions

Your most unhappy customers are your greatest source of learning

25 March 2020 | 0 Comment | Angela Mitchell

On the 31st of May 2011, a letter arrived at the office of one of Sainsbury’s supermarkets.

How a compassionate culture drives performance.

25 March 2020 | 0 Comment | Angela Mitchell

In 2015, Jamie Shani founded Madison+Vine , a LA based digital marketing company. In 2017, at a gala awards evening, the

You have to be a place that is more than just a pay check for people

25 March 2020 | 0 Comment | Angela Mitchell

Michael Stuban, a 58 year mid level manger decided to take early retirement from his company, Pennsylvania Turnpike Comm

No culture can live if it attempts to be exclusive

25 March 2020 | 0 Comment | Angela Mitchell

A teacher on a small island off the mainland of Scotland was having problems with one new child in the reception class.

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