Managing Poor Performance

Training Provided by H2 Training & Consultancy Ltd Managing poor performance is a responsibility that most managers find at best unpleasant, and at worst, extremely daunting. Unfortunately, this often means that poor performance is not actually managed - it is left to get slowly worse, in the hope that the person will eventually decide to leave of their own accord. Allowing poor performance to continue is not only bad news for person themselves, it also affects the credibility of the manager, and the organisation as a whole. This course will equip front-line managers with the skills and knowledge to deal confidently and professionally with poor performers. It will show delegates how to use appropriate formal and informal processes of support, training & development, meetings and reviews to enable performance to get back on track, and to avoid escalating problems for everyone involved. It is particularly recommended for new or aspiring managers, or those who would like to improve their confidence and ability to deal professionally and effectively with poor performance. "This was the most difficult part of my job, so the course has really helped me to focus on what's important and how to achieve a win/win outcome". "This was so helpful I have been avoiding dealing with problems for fear of confrontation and 'upsetting the apple cart'. Now I have a clear framework to guide me. Thank you." "It had been the case of protecting my own and the company's interests by collecting and presenting overwhelming evidence to the 'guilty party'. I realise now that a more 'human' approach would be more productive and professional." "I will now make every effort to deal with issues before they get out of hand. Delaying things only makes matters worse for all concerned." Please email us to request a more detailed course outline, or to reserve one or more places.

Managing Poor Performance 1. Types of poor performance: Categorising the various reasons why an individual s performance may not be considered satisfactory.

2. Causes of poor performance: Identifying the source and nature of poor performance in an individual.

3. Positive responses: Identifying good practice in responding to poor performance.

4. Customising the approach: Responding to the needs and characteristics of the individual in order to get the most effective outcomes.

5. Giving feedback: Using an assertiveness model to ensuring that feedback given is direct, honest and constructive.

6. Dealing with difficult and aggressive behaviour: Dealing effectively and professionally with employees who display difficult and/or aggressive behaviour.

6. Dealing with emotional difficulties: Dealing effectively and professionally with people whose emotional problems are the root cause of their poor performance.

7. Win/win solutions: Using a positive model of negotiation to agree a range of solutions that will be in the interest of both the poor performer, and the organisation/ department.

8. Improvement objectives and targets: Setting SMART objectives that encourage accountability and help to ensure that changes are made.

9. Personal development planning: Identifying continuing personal development needs and extending learning into the workplace.

About The Training Provider: H2 Training & Consultancy Ltd

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