Performance

Management Skills and

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What are Performance
Management Skills ?
 What performance management skills are
Performance management skills are the competencies needed
by managers, HR professionals, and employees to:
 effectively implement,
 participate in, and
 benefit from the performance management process. (goal
setting, feedback, evaluation, and employee development.)

Why are these skills important?

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In essence performance management skills are
important for the following reasons:
1. Improved Employee Performance/productivity
2. Increased Employee Engagement
3. Enhance Organizational Performance
4. Better Retention

HOW ARE THESE DONE?

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 HOW?

 Improved Employee Performance and Productivity:

 set clear expectations,
 provide feedback, and coaching,

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Why is performance management of skills important?

 Increased Employee Engagement:

 Job satisfaction>>>improved job performance
 make employees feel valued and supported.

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Why is performance management skills important?
 Enhance Organizational Performance:
 align individual performance with organizational
goals.
(performance management can drive overall
organizational success).
 Better Retention:
 make employees feel valued and
 offer them opportunities for growth.
they are more likely to stay with the organization.
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HIGH levels of performances are always expected
from the employees of the organization.

HOW will these be achieved?

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How to achieve high level of performance:

The manager and his subordinates must:

1. agree on expectations and review results against those
expectations, and
2. decide what needs to be done to develop knowledge
and skills required.

These are also the very reasons why organizations have

a performance management system.
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PMS depends largely on the managers. PMS will work
only if managers are capable of making PMS work and if
managers want them to work.

They need the skills required to

1. set objectives,
2. conduct formal performance reviews and
3. provide feedback.

What skills do they need?

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What skills do they need?
 Communication: Clearly articulating expectations,
providing constructive feedback, and facilitating open
dialogue.
 Goal Setting: Defining clear, measurable, achievable,
relevant, and time-bound (SMART) goals.
 Feedback: Providing regular, constructive, and
actionable feedback to employees.
 Performance Evaluation: Assessing employee
performance objectively and fairly, using established
metrics and criteria.
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What skills do they need?
 Development Planning: Identifying areas for
improvement and creating personalized development
plans to enhance skills and capabilities.
 Coaching and Mentoring: Guiding and supporting
employees in their development and performance.
 Conflict Resolution: Addressing performance issues
constructively and fairly.
 Leadership: Inspiring and motivating employees to
achieve their best.

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MUST DEVELP A PERFORMANCE PLAN.

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Performance Plan.
 A performance plan is a structured framework outlining
specific goals, objectives, and expectations for an
individual or team.
 The PP serves as a roadmap for achieving desired
outcomes and improving performance over a defined
period.
 Performance plans help organizations ensure
that employees are working towards the right
goals and that their performance is aligned with
the company's objectives.
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Key Elements:
 Goal Setting: Defining specific, measurable,
achievable, relevant, and time-bound (SMART) goals
for individuals or teams.
 Performance Expectations: Clearly outlining what is
expected from employees in terms of their roles and
responsibilities.
 Action Plans: Developing strategies and steps to help
employees achieve their goals.
 Regular Feedback and Review: Providing ongoing
feedback and conducting regular performance reviews
to track progress and identify areas for improvement.
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 BENEFITS:
 Improved Performance: By setting clear expectations and
providing guidance, performance plans can lead to better
employee performance and productivity.
 Enhanced Communication: They facilitate open
communication between employees and managers,
ensuring everyone is on the same page.
 Increased Motivation: When employees understand what
is expected of them and have a clear path to success, they
are more likely to be motivated and engaged.
 Better Alignment: Performance plans help align individual
and team goals with the overall organizational objectives.
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Types of Performance Plans:
 Performance Improvement Plan (PIP): Used when an
employee is not meeting performance expectations,
outlining specific areas for improvement and steps to
take.
 Performance Development Plan (PDP): Focuses on
developing skills and enhancing capabilities to improve
future performance.
 Team Performance Plan: Used to set goals and
expectations for a team as a whole.

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Role of the direct supervisor in plan implementation:
A direct supervisor plays a crucial role in both developing
and implementing plans.
 guides employees and
 monitor progress.
 address challenges, and
 foster a culture of continuous improvement.

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Role of the direct supervisor in plan implementation:
A direct supervisor plays a crucial role in both developing
and implementing plans.
 guides employees by:
 clarifying goals,
 providing feedback, and
 ensuring alignment with organizational objectives.

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 monitor progress by:
 regularly assessing employee performance against
defined goals and
 providing ongoing feedback
 conducting regular check-ins, and
 track progress and identify areas for improvement.

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Role of the direct supervisor in plan implementation:
A direct supervisor plays a crucial role in both developing
and implementing plans.
 address challenges by
 proactively communicating expectations,
 providing regular feedback, and
 collaborating with employees to develop solutions.

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Role of the direct supervisor in plan implementation:
A direct supervisor plays a crucial role in both developing
and implementing plans.
 foster a culture of continuous improvement.
 modeling the behavior,
 encouraging open communication,
 providing regular feedback,
 empowering employees, and
 celebrating successes.

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SPECIFIC Roles of the direct supervisor in plan
implementation:
During Plan Development:
1. Clarifying Objectives and Goals:
 Supervisors ensure that employees understand how
their work contributes to the overall departmental and
organizational goals.
2. Facilitating Goal Setting:
 They work with employees to define key result areas,
set measurable goals, and establish performance
standards.
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SPECIFIC Roles of the direct supervisor in plan
implementation:
During Plan Development:
3. Providing Guidance and Support:
 Supervisors offer guidance and support to employees
as they develop their work plans and individual
development plans.
4. Identifying Development Needs:
 They identify areas where employees need to develop
new skills or knowledge to achieve their goals and
contribute effectively.
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SPECIFIC Roles of the direct supervisor in plan
implementation:
During Plan Development:
5. Ensuring Alignment:
 Supervisors ensure that individual plans align with the
overall organizational strategy and departmental goals.

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COACHING

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COACHING
 Coaching in performance management is a strategic
process where managers provide ongoing feedback
and support to employees, helping them develop skills,
improve their performance, and achieve goals.
 It fosters a relationship where both the manager and
employee work together to identify strengths, address
weaknesses, and create a plan for continuous
improvement.

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Key Aspects of Coaching in Performance Management:
 Ongoing Feedback and Support:
 Coaching is not a one-time event; it's an ongoing
process of providing regular feedback and support
throughout the performance cycle.
 Identifying Strengths and Weaknesses:
 Managers help employees understand their
strengths and areas for development, allowing for
targeted coaching efforts.

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Key Aspects of Coaching in Performance Management:
 Setting and Achieving Goals:
 Coaching helps employees set realistic and
achievable goals, then provides guidance and
support as they work towards those goals.
 Developing Skills:
 Coaching can focus on developing specific skills,
such as communication, problem-solving, or
leadership, to enhance performance.

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Key Aspects of Coaching in Performance Management:
 Creating a Supportive Environment:
 Coaching fosters a safe and supportive
environment where employees feel comfortable
discussing challenges, receiving feedback, and
seeking guidance.
 Improving Employee Relationships:
 Coaching can strengthen the relationship between
managers and employees by fostering trust and
open communication.

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Key Aspects of Coaching in Performance Management:
 Boosting Employee Engagement:
 Regular coaching and feedback can increase
employee engagement and job satisfaction, leading
to higher performance and retention rates.

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Functions of Coaching
 Goal Setting and Clarity:
 Coaches help individuals define their goals, clarify
their values, and understand the "why" behind their
aspirations.
 Skill Development:
 Coaching focuses on developing specific skills and
abilities, improving performance and addressing
areas for growth.

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Functions of Coaching
 Performance Improvement:
 Coaches help individuals maximize their potential
and achieve optimal performance in various areas,
including work, sports, and personal life.
 Accountability and Action:
Coaches hold individuals accountable for their actions
and progress, encouraging them to take steps toward
achieving their goals, says Simply.Coach.

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Functions of Coaching
 Motivation and Support:
 Coaches provide encouragement and support,
helping individuals stay motivated and overcome
challenges along the way.
 Relationship Building:
 Coaching fosters strong relationships between
coaches and clients, creating a supportive
environment for learning and growth, says Wise
LMS.

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Functions of Coaching
 Facilitating Learning:
 Coaches help individuals learn new skills,
knowledge, and perspectives, promoting continuous
development and improvement.
 Addressing Emotional Intelligence:
 Coaching can help individuals develop emotional
intelligence, enhancing their ability to manage
emotions, understand others, and build strong
relationships.

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Functions of Coaching
 Providing Feedback and Recognition:
 Coaches offer timely and constructive feedback,
acknowledging achievements and providing support
during challenges.
 Strategic Planning and Decision Making:
 Coaches help individuals develop strategic plans,
make informed decisions, and manage change
effectively.

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