Management skills
Jain 99
Workshop5-ReviewingPerformancepreparation.pptxWorkshop 5:
Reviewing Performance
Presentation by
First Name
Second Name
Date w/c
Reviewing Performance
Workshop 5 – skills and preparation
Workshop - roleplays
Objectives
Explain why it is important to review performance
Describe the correct approach, structure and the necessary skills to review an individual’s performance
Group activity: Reviewing performance - recap
In groups, discuss from the lecture:
5 examples of poor performance
Why should managers review their employees performance
When should managers review their employees performance?
Reviewing Performance
Examples:
Missing deadlines
Appearance
Attitude
Not achieving targets
Lateness
Mistakes
Why should managers review their employees performance?
Good performance management helps everyone in the organisation to know:
what the business is trying to achieve
their role in helping the business achieve its goals
the skills and competences they need to fulfil their role
the standards of performance required
how they can develop their performance and contribute to the development of the organisation
how they are doing
when there are performance problems and what to do about them.
Why should managers review their employees performance?
If managers do not act they can:
mislead the employee by giving the impression that there is no problem
deny the employee the chance to improve or put things right
damage the productivity and efficiency of the business
lower the morale amongst team members
Critical feedback can help the employee improve
If there are any underlying reasons why the employee is underperforming they can be identified
Support can be given to help them to improve.
When should managers review their employees performance?
Promptly because:
Waiting for a more suitable opportunity results in the issue not being dealt with
A problem will not usually resolve itself
Even if the manager thinks a problem is temporary, it may reoccur if it is not dealt with
Not dealing with the issue can lead to further complications
Group Activity: How should managers review their employees performance
Watch the video and consider:
What did the manager do well?
What did the manager do wrong?
Video
https://www.youtube.com/watch?v=KpS8P4Trdqc
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How should managers review their employees performance?
ACAS – Challenging conversations and how to manage them
ACAS – Challenging conversation – step by step table
ACAS – How to manage performance
http://www.acas.org.uk/index.aspx?articleid=3799
Group activity: How should managers review their employees performance?
In groups:
List the 5 steps (discussed in the lecture) how managers should review their employees performance.
How should managers review their employees performance?
Prepare
Introduction
Explain the issue
Ask for an explanation
Agree a way forward
(ACAS, 2014)
Remember your interviewing skills….
Questioning skills
Open questions – Why?, What?, How?
Probing
Leading questions
Closed questions
Active Listening
Words
Tone of voice
Maintain eye contact
Facial expression and body language
SMART Objectives
What does SMART stand for?
S.....
M…..
A…..
R…..
T…..
SMART…or not?
Keep delivery bays as tidy as possible.
Improve overall customer satisfaction by 5% over last year based on the results of the after sales questionnaire sent to all customers.
Answer customer queries as quickly as possible.
Recruit 50 new customers before the end of the year.
Complete staff reports as soon as you can.
Answer all customer queries within two working days.
Clear delivery bays daily of all waste and other material within 30 minutes of delivery vans leaving.
Activity – SMART objectives
Draft a smart objective for each of the following issues:
An employee is regularly 10/15 minutes late for work
An employee fails to reach their sales target of £10,000 by £2000
An employee is regularly abrupt and rude to customers
Next week – role plays
You will all participate in 2 performance reviews
Group 1 - Role Play 1 – Manager A
- Role Play 2 – Student B
Group 2 - Role Play 1 – Student A
- Role Play 2 – Manager B
- Role Play 2 – Student B
Group 2 - Role Play 1 – Student A
- Role Play 2 – Manager B
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Next week - timetable
Preparation - 10 minutes
Manager A discusses Student A’s performance - 30 minutes
Student A gives Manager A feedback - 10 minutes
Break (10 minutes)
Manager B discusses Student B’s performance - 30 minutes
Student B gives Manager B feedback - 10 minutes
Task 2 notes & closing – 15 minutes
Preparation
Please keep your role play brief confidential
Prepare for your Performance Review prior to next week
Check out the ‘Reviewing Performance Guide to Assessment’ in the Assignments section on Blackboard
Hand out role play briefs.
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Essential reading
ACAS (2014) Challenging conversations and how to manage them London: ACAS http://www.acas.org.uk/index.aspx?articleid=3799
ACAS ( 2014) How to manage performance. London: ACAS http://www.acas.org.uk
Further reading
Banfield, P., Kay, R and Royles, D. (2018) Introduction to Human Resource Management. Oxford: Oxford University Press (Chapter 12)
Carbery, R. and Cross, C. (2013) Human Resource Management. London: Palgrave Macmillan (Chapter 7)
Crawshaw, J., Budhwar, P. and Davis, A. (2017) Human Resource Management. London: Sage (Chapter 11)
Foot, M. and Hook, C. (2016) Introducing Human Resource Management. (7th edition), Essex: Pearson. (Chapter 7)
Marchington, M and Wilkinson (2012) Human Resource Management at Work. London: CIPD. (Chapter 9)
Torrington, D., Hall, L., Taylor, T. and Atkinson, C. (2014) Human Resource Management. (10th edition) Harlow: Pearson Education Limited. (Chapters 11 and 15)
Wilton, N. An introduction to Human Resource Management London: Sage. (Chapter 7)
