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Managing Poor Performance Training

$495.00

Poor Performance Management Training - Course Outline

Overview

Every manager has the moment of discomfort when you realise a team member isn't meeting expectations but you've been avoiding the conversation for weeks or even months. The result is an in depth learning package in which managers will gain the knowledge and certainty to tackle under performance in a professional, fair and successful manner.

Rather than crossing fingers and hoping for the best because we tend to look the other way when there's a problem, this content walks you through the exact opposite strategy: before the problem ever reaches your desk, it's addressed. And when that happens, the struggling employee wins, the high performers win, and the manager wins. The training is specifically designed based on real world, hands on situations that managers confront every day and offers tested, trusted frameworks for converting those challenging situations into levers for growth.

Learning Objectives

Upon completion of this course, the learner will be able to:

Spot the trends of performance deterioration early before they become the major problems

Carry out respectful, professional performance discussions

Build structured betterment plans with defined measurable results

Structure the legal and HR aspects of performance management

Separate out gaps in capability and problems with attitude

Maintain team's spirit, but make the case for (if you need to) individual performance issues

Take informed decisions when to maintain support and when to escalate

Course Curriculum

Module 1: How to Identify Performance Problems Early

Distinguishing between short term setbacks and delays, compared with continued problems

The price of waiting on the dynamics of a team

Establishment of mechanisms for routine monitoring of performance

Recognising you own management blind spots

Module 2: Preparing for Performance Discussion

Drafting the pattern of dialogue and key points to emphasise

Gathering objective evidence and documentation

When to, where and how to do it

Controlling your own emotions and expectations

Module 3: How to Have Productive Performance Conversations

Starting the conversation with respect and clarity

Examplification: Specificity not generalisation

Active listening strategies for uncovering root causes

Derailing common conversational traps and defensive replies

Module Four: Making Improvement Plans That Do The Job

Developing SMART goals with actionable timeframes

Identifying necessary resources and support

Regular check points and feedback sessions to be built in

Documenting agreements and expectations clearly

Module 5: HR and legal issues

Understanding What is Fair Work , requirement or onus?

Proper documentation practices for protection

When and how to bring HR on board

Maintaining confidentiality and professional boundaries

Module 6: Managing Team Dynamics

Mitigating impact on High Performers

Boosting team morale in tough times

Sensitively engaging with the wider team

Preventing performance issues from spreading

Module 7: Making Difficult Decisions

Identifying when improving the health system is not working

Understanding the escalation process

Looking ahead at possible scenarios and courses of action

Navigating difficult moments in one's leadership journey

What You Will Learn

Applied Skills: Hands on learning where you'll be asked to imagine yourself in roles to pretend to be in the situation of that professional skill. Where you get to practice sounding cool and strong about fighting sexism and racism , without ever having to do it in a way that feels like a personal attack.

Documentation And Legal Protection: Discover the key to documentation that protects you (and your organisation) while still treating your employees fairly. Know what evidence is admissible and how to keep neutral records.

Methods of Communication: Learn how to give motivating feedback and not feedback that crushes a soul. Learn to resolve issues head on without damaging the work relationships and team dynamics.

Framework for Decision Making: Understand when to still be investing in an employee to improve behaviours versus when to have some more challenging conversations about their future with the company.

Emotional Intelligence: Understand how to manage the emotions when it comes to performance management including your own members of team. Learn how to be professional and still human and compassionate.

Leading a Team: More ways to keep the overall morale and performance of your team up while working through challenges from employees. Get educated on what is proper communication within your team during these.

Training Delivery Options

This course can be delivered anywhere in Australia: Sydney, Brisbane, Melbourne, Perth, Adelaide, Canberra, Geelong, Parramatta etc as well as online and other regions in NSW, QLD, SA, NT.

Summary

Dealing with poor performance is one of the most difficult parts of being a leader; it is also one of the most important. When it works well, it shows respect for all team members and upholds the standards that lead to success for organisations. This training gives managers the resiliency, skillset and structure they need to handle performance problems the right way.

The course is quick to stress that good performance management isn't about being 'hard' or unfair , it's about being clear, fair and consistent. Delegates will leave with real tools to put into practice and the confidence to address them as they happen.

But, a more profound observation comes to light: When managers tackle performance issues early and in a professional manner, they actually end up strengthening relationships among team members and the workplace culture itself. When laid out for everyone to see, and when they are actually upheld fairly, team members feel secure and inspired in their own positions.

Build effective performance management skills When employers invest in proper performance management, they create an environment where good performance is acknowledged and reinforced, while unsatisfactory performance is dealt with constructively before it affects the rest of the team.