The American Compensation Association found that companies that have implemented effective Performance Management programs:
Effective Performance Management programs can be viewed as a ‘win - win - win’ with:
Leaders finding that the approach:
Managers & supervisors finding that it makes it easier to:
Employees to a greater extent understanding:
A primary reason why employees sometimes don’t do what they are supposed to do is a lack of clear communication - which can be greatly improved through well-designed and executed performance appraisals, coaching & counselling programs.
In a perfect work-world managers would provide their direct reports continual feedback. Employee feedback is key today because of the rapid changes occurring in organizations necessitating that employees continually upgrade their skills. And annual conversations do not meet this need.
However, many managers struggle with this need for ongoing coaching because of the demands on their time and some lacking the techniques that are required. Employees used to expect to work for a boss. Today they want and need a coach. They want personal and professional development and they need help to meet their goals.
Regardless of the strain on their time better managers know that performance management - including performance appraisals supported by ongoing coaching and counselling - work - and is the essence of their jobs as managers.
These better managers know that performance management:
Performance appraisals supported by daily coaching and counselling inspire employees to perform to their capabilities resulting in a win-win-win - for the organization, the employee and, not least the least of which is the manager who is building a high performing team.
One can easily argue that effective performance appraisals, coaching &counselling are more important in today’s business environment than ever due to:
Leaders, Managers, Human Resource Professions or Supervisors who want to improve their existing Performance Appraisal process and/or enhance their Coaching, Counseling or Appraisal skills
Years of Experience: 25+ years
Areas of Expertise: Leadership Development and HR Management
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. and Freddie Mac.
Prior to founding his own firm 25 years ago, Pete had 15 years of experience — at the plant, divisional and corporate levels — in Human Resource and Quality functions. Pete held leadership positions — to include the V.P. of Human Resources and Quality — with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter Medical and Access Integrated Networks.
Pete also frequently facilitates a variety of leadership development programs for organizations such as the American Management Association — including Strategic Planning, Moving from an Operational Manager to a Strategic Leader, Strategic HR Management and Utilizing HR Metrics. Employees from over 3,000 organizations have benefited from Pete’s experience and perspective. Pete is co-author of Leading Your Organization to the Next Level: the Core Disciplines of Sustained Profitable Growth.
Pete holds a B.A. degree in Psychology from Emory and Henry College and Masters degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.View all trainings by this speaker