Managing Poor Performance
How do you prevent poor performance, then tackle it if it occurs?
Managing the poor performer is an uncomfortable issue - for both parties - and is often avoided, with negative consequences for the individual, the manager, and those affected by such performance. Our performance managerment training workshops help you identify the main causes of poor performance, how to have a poor performance conversation, and how to prevent poor performance in the first place.
Managing Poor Performance Workshop Content
Is it really poor performance?
Our PLUCKS acronym identifies 6 key questions to ask, to make sure that what you are dealing with justifies the label 'poor performance'.
Why poor performance happens
Most people are not deliberate poor performers. There is usually a gap, something missing, that leads to poor performance. We think there are 4 main culprits that are the cause of poor performance.
Having a poor performance conversation
Most managers have little practice of dealing with poor performance, and fear escalation, reprisals or a worsening of relationships with someone they have to work with every day. So they lack confidence, and these training courses will give managers key skills and strategies to help build their confidence and competence.
Preventing poor performance
Of course the best solution is not to have poor performance in the first place. These training courses will identify what needs to be in place to make that happen, and how to work collaboratively with staff to make great performance more likely than not.
Not all poor performance is below expectations: sometimes problems occur because of over-performance. Perfectionism, high personal standards, and personal motivation can all compromise what's actually required.
Who is poor performance management training for?
Our managing poor performance training courses are ideal for anyone responsible for managing others, and where there is a need to prevent poor performance or address it effectively. In particular, it is relevant for those who want to:
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Managing Poor Performance Workshop Activities
The shortest (90-minute) course focuses on defining poor performance, to ensure any challenge can be substantiated; the half day course builds on this, focusing on running a poor performance conversation; the full day course then provides opportunity in the afternoon to work through a work-based case study.
Never 'death by powerpoint'
We always provide a variety of learning approaches in each of our workshops.
Each workshop typically includes learning input from the trainer, supported by a range of mixed media, interactive elements, discussion and group work. Most workshops also include case work and practical skill-development activities to apply the learning, with more time dedicated to this in the longer courses.
'Want more?' resource pack
In addition to providing a copy of any slide deck, we always provide a ‘want more’ section, of curated resources including book summaries, podcasts, downloads and articles.
The course was over too quickly, and had definitely whetted my appetite. The ‘want more’ section was a brilliant additional support, allowing me to explore the topic further.
What are the benefits of poor performance management training?
Managing Poor Performance Frequently Asked Quesitons
How can I get more managers to address issues of poor performance from their staff?
This is something we will address on the training courses. The main reason is a lack of confidence in having a poor performance conversation, usually due to lack of good skills, and a fear of escalation.
Surely performance 'above and beyond' is a good thing?
There are certainly times when that is true - but not always. For instance, suppose achieving the higher standard costs more than the budget allowed?
People fail, so surely it's reasonable to hold that individual to account?
Have you ever failed to achieve a task to the standards set? If so, why? Did you deliberately intend to fail, or were there other factors that made it difficult or impossible for you to succeed? The reality is that the visible part of poor performance is in the individual's actions; but the cause of those actions is often invisible...
Which of these three courses would it be best to take?
If you want an overview of poor performance - what it is, how to define it, and the main reasons, then the short 90-minute course might be sufficient. If in addtion you want to identify and develop the core skills to help with any poor performance conversation, then the half day option might be best. If you want to practice and develop those skills, then the full day option would be your best choice.
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We'd love to e-meet you... let’s go for a virtual coffee :)
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