Driving Results: A Human Approach to Performance Management

Driving Results: A Human Approach to Performance Management

Skill level: Intermediate

Course Overview: 

This intensive program provides leaders and managers with the essential strategies for transitioning from traditional, bureaucratic performance reviews to a dynamic, people-centered performance system. Participants will learn how to foster a culture of continuous feedback, psychological safety, and growth, thereby maximizing individual and team potential. The course emphasizes coaching techniques, goal alignment, and meaningful recognition as core drivers for sustainable high performance. It is designed for anyone responsible for developing and managing employee performance and engagement.

Course Objectives:

1. Define the core principles and business case for shifting to a people-centered performance model.

2. Design and implement a system for providing timely, constructive, and impactful feedback on a continuous basis.

3. Master coaching techniques that empower employees to own their development and solve performance gaps.

4. Align individual employee goals and team efforts directly with the organization's overarching strategic priorities.

5. Develop effective methods for conducting meaningful performance conversations, including check-ins and year-end summaries.

6. Identify and address potential biases in performance assessment to ensure equity and fairness across the team.

7. Integrate recognition, rewards, and career development into the performance cycle to boost motivation and retention.

8. Foster a team environment characterized by trust, psychological safety, and high accountability.

9. Evaluate the effectiveness of new performance practices using key metrics and adjust strategies for continuous improvement.

Course Outline: 

1. Foundations of People-Centered Performance

1. The Evolution of Performance Management: From Annual Reviews to Continuous Growth

2. Defining and Measuring High Performance (The "What" and the "How")

3. The Business Case: Impact on Engagement, Retention, and ROI

4. Creating a Culture of Trust and Psychological Safety

2. Goal Setting and Strategic Alignment

1. Moving Beyond SMART: Introducing Objectives and Key Results (OKRs)

2. Cascading Goals: Linking Individual Work to Organizational Strategy

3. Managing Performance Expectations and Job Clarity

4. Facilitating Goal Check-ins and Course Correction

3. The Power of Continuous Feedback

1. Designing a 360-Degree Feedback Ecosystem

2. Delivering Feedback That Inspires Action, Not Defense

3. Techniques for Receiving and Soliciting Feedback

4. Handling Difficult Conversations and Managing Conflict Constructively

4. Coaching and Development for High Performance

1. The Performance Manager as a Coach and Mentor

2. The GROW Model and Other Essential Coaching Frameworks

3. Identifying and Addressing Performance Gaps Through Development Planning

4. Fostering a Growth Mindset in Individuals and Teams

5. Recognition, Rewards, and Equity

1. Designing Meaningful Recognition Programs (Non-Monetary and Monetary)

2. Conducting Fair and Unbiased Performance Calibration Sessions

3. Integrating Performance Data into Compensation and Promotion Decisions

4. Building Individual Development Plans (IDPs) and Career Paths

6. Implementation and Optimization

1. Selecting and Utilizing Performance Technology Tools

2. Change Management: Rolling Out a New Performance System

3. Measuring the Success of the People-Centered Model (e.g., Engagement Surveys)

4. Sustaining and Iterating the Performance Cycle