Booking options
Price on Enquiry
Price on Enquiry
Delivered Online or In-Person
You travel to organiser or they travel to you
Harpenden
Full day
All levels
Every organisation has people who are high-performing with lots of potential for career progress.
They also have under-performers who can often take up a lot of valuable management time as well as affecting the motivation of the rest of the team.
In this highly practical and interactive course, you will learn how to continue to develop and stretch high achievers and manage under-performers effectively.
Addressing some of the common causes of under-performance and lack of motivation will help everyone in your team, free up your own time, allow you to spend more time with your good- and high-performers, and help you achieve better results all round.
Understand the components of good and bad performance
Be able to assess the performance levels of your direct reports
Learn some strategies for dealing with different types of under-performance
Be able to get the most out of high-achievers
Understand the role competencies play in assessing performance and communicating it
Be able to set clear goals and communicate them effectively
Boost your confidence in managing performance
The cost to the organisation, the team and you, their manager, of losing high-performers
The cost of failing to manage under-performers
A clean and simple way of identifying the performance levels of the people in your team
What does high-, mid- and low-performance look like in your organisation?
Gathering information to support performance management
Why high-performers sometimes leave - how to spot the warning signs and avoid it
How to engage and motivate high-performers
Using the 9-box grid
How to manage people who are happy where they are
How to keep them motivated
Performance tends to ebb and flow for us all
How can you tell when motivation is taking its toll on performance?
What can you do about it?
The impact under-performers have on the team around them
Planning a conversation around under-performance
The cycle
The importance of managing performance daily
Why communicating expectations and standards up-front is essential
The importance of timely feedback
Understanding the causes of under-performance
Using and understanding competencies
How to build rapport and trust
Why a coaching approach is more effective than just 'telling it like it is'
The importance of effective questioning and active listening
The importance of being specific when you give feedback
The importance of balance and feedback being for them, not you
Being clear in your feedback so they can use it to improve
The BIF-S model for delivering useful feedback
What are they?
Why use them?
How to cascade them
Review
Personal action planning
Next steps
At Maximum Performance, we are passionate about improvi...