When each employee performs well, your business unit achieves maximum results. Here we introduce how performance management and planning increases employee performance. I outline the 3 major techniques for managers.

1. Debbie Narver, BSc MBA MScIB
Strategic Management Instructor at NMC Strategic Manager
Increase Employee Performance & Maximize Results
with Performance Management

2. Managers want employees to perform well
When each employee performs well, your entire
business unit (and organization) performs well
But the reality is, there’s often a disconnect between
the results we want and what’s delivered.
Some employees perform well, but others seem to
have problems.

3. If we don’t address problems…
Not only does it have a
direct impact on
productivity, but it
can damage morale
and the reputation of
your business.

4. Most employees want to perform well
We spend a large part of our day at work, and most
employees want to feel productive.
But there are many things that can contribute to
poor performance – lack of training, poor fit, lack of
motivation, personal problems, conflict with other
employees…

5. The answer is Performance Management
Performance
Planning
•Goals
•Measures
Performance
Management
•Evaluation
•Feedback

6. A Non-Disciplinary Approach to Manage
Employee Performance
Setting and Communicating Clear
Expectations
Evaluating Performance and Providing
Effective Feedback
Removing Barriers & Applying Motivation
to Maximize Employee Performance

7. We assume that most people actually want to perform
well, but things may have gotten in the way to block
their performance (including their own attitude).
Once a person feels unsuccessful, it can set up a viscous
cycle of low self-esteem, avoidance and defensiveness.
Our goal is to get them get back on track and build
success

8. VS
Performance
Planning
Performance
Management
Setting Goals
Defining Results
Setting Targets
Scheduling Reviews
Evaluating Results
Changing Behaviour
Resolving Problems
Improving Results

9. A non-disciplinary approach
This could be taking poor
performers to satisfactory
levels, average employees to
high performing levels, and
high performers to
excellence.

10. What can managers do to help?
3 Critical Steps for Improving Performance

11. 1. Set Clear Expectations
How can we expect
someone to perform
when they are not clear
on what’s expected?
We need to define the
results and outputs.

12. Set specific
results
(targets)
Define how
they will be
measured
Agreement,
accountability

13. Specific
Measurable
Attainable
Relevant
Time-bounded
SMART Goals

14. 2. Provide Regular Feedback
How well are they meeting the
goals? What are the barriers?
Let the employee know both
when they have done something
well (reinforcing feedback), and
what they need to change
(corrective feedback).

15. Recognize and
appreciate what
they did well
Investigate what
didn’t go well
Agree upon what
needs to change

16. 3. Meaningful Motivation
It isn’t always about money!
Each individual (and their
situation) is unique.
Get to know what motivates
each employee

17. Why Motivate?
Everything we do is based on motivation
We take actions to obtain desired results
Managers need to understand and direct

18. VS
Intrinsic Extrinsic
Motivation from within
Powerful and
individual
Sustainable
External Motivators
Often costly (time and
money)
Often short term only

19. Putting it together
Next steps for Managers

20. Learn to apply the Performance Management
Framework
Our courses cover
in-depth
techniques to plan
and manage
performance for
your employees
and your overall
business unit.
Set goals
Define
measurable
targets
Monitor and
motivate
Take corrective
action
Evaluate results

21. Develop Your Skills in Performance
Management. Start now and get results!
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