Interactive Performance Management TM

Make Performance Management a Process Involving Employees and Teams to Improve Success 

This one-day session shows participants how to implement an interactive performance management system to overcome the problems associated with traditional performance appraisals. Participants learn how to make appraisals an "interactive" performance improvement process that works for employees, mangers and human resources.  

Everyone hates evaluations, but everyone loves high performance. 

The problems with the traditional performance evaluations are many:

  • They take too much time
  • There is little change in performance
  • They can create animosity
  • They are seen as tied to performance - but it really does not equate

....The list goes on

 Interactive Performance Management replaces the traditional performance appraisal with a series of one-on-one performance management discussions. Each discussion is an interactive exchange with the employee and their manager. 

Employee performance is aligned with organizational goals, department goals and individual goals
Current performance levels recognized and communicated effectively
Relevant, real-time performance goals and expectations are set
Performance is documented automatically in an ongoing fashion - not once per performance

Who Should Attend

Managers and supervisors who want a new and more effective approach to performance management. 

Training Benefits

In this interactive training session managers, supervisors and human resource personnel learn how to insure:

  • Employees better understand performance expectations
  • There is better understanding of how individual performance impacts, department, team and organizational goals
  • Managers and supervisors become better coaches
  • Feedback is ongoing and timely
  • Performance documentation is improved

Real-Time Performance ManagementTM meets the needs of a rapidly changing business climate.

Overview of Concepts and Deliverables Provided

  • Employee performance is aligned with organizational goals, department goals and individual goals
  • Current performance levels recognized and communicated effectively
  • Relevant, real-time performance goals and expectations are set
  • Performance is documented automatically in an ongoing fashion - not once per performance  

Interactive Performance ManagementTM is the process
Real-Time Performance ManagementTM is the action

This one-day session shows participants how to implement an interactive performance management system, improve the effectiveness of their coaching efforts and overcome the problems associated with traditional performance appraisals.