Managing Performance: Best Practices 130
This class covers the various aspects of performance management as well as strategies for motivating employees. Includes an Interactive Lab.
Number of Lessons 18
- What Is Performance Management?
- Creating a Departmental Vision
- Goal Setting
- Giving a Performance Evaluation
- Recognizing Performance
- Forms of Recognition
- Preparing Feedback
- Providing Feedback
- Leading by Example
- Building Trust
- Describe employee performance management.
- Describe how to motivate employees by making them part of the departmental vision.
- Describe the planning aspect of performance management.
- Describe the goal setting aspect of performance management.
- Describe the monitoring aspect of performance management.
- Describe the development aspect of performance management.
- Describe the coaching aspect of performance management.
- Describe the mentoring aspect of performance management.
- Describe the evaluation aspect of performance management.
- Describe how to give a performance evaluation.
- Describe how to recognize superior performance by employees.
- Describe different forms of recognition for superior performance.
- Describe how to prepare effective feedback to employees.
- Describe how to give effective feedback to employees.
- Describe how to lead by example.
- Describe how to build employee trust.
A goal used to measure the rate of progress toward a larger goal.
The ongoing process of helping an employee to identify and overcome the hurdles that prevent him or her from excelling at the job.
The process of conveying information through speech, writing, or other transmission media.
The process of ending a disagreement between two or more people in a constructive fashion for all parties involved.
The process of improving employee performance through on-the-job training, offsite training, and assigning higher levels of responsibility that allow the employee to gain new skills.
The process of formally judging the value or quality of a person or thing. For managers, an employee evaluation is a core means for ensuring effective employee performance.
Communication that is given in order to guide another person or in response to the message given to the receiver.
An objective or standard to be achieved.
The process of determining an objective or desired result.
Teaching by example and offering guidance and support.
The process of checking whether or not employees are on track to meet their goals and giving them feedback on their progress.
Training that takes place outside of the workplace.
Tasks learned on-the-job. On-the-job training may be obtained through day-to-day experience or through instruction from a senior-level employee.
Recognition that takes place immediately after an employee has accomplished something.
A general goal that the company as a whole is trying to reach.
A formal review of an employee's performance, usually covering a 12-month period. Also called a performance review.
performance improvement plan
A set of goals given to an employee as a result of the employee's poor performance. The PIP must give specific details of the areas in which the employee must improve and stipulate the period of time during which that improvement should occur.
The process of motivating employees through setting goals, measuring progress, giving feedback, coaching for improved performance, and rewarding achievements.
A formal review of an employee's performance, usually covering a 12-month period. Also called a performance evaluation.
The process of defining organizational goals and determining the resources and time frame required to reach those goals.
A goal for the quantity of goods to be created.
An informal evaluation of an employee's progress.
The process of publicly acknowledging and rewarding an employee's high quality work.
A process in which an individual rates the quality of his or her own work.
The planned date for a product or process to be completed.
The measure of an employee's belief in a manager and willingness to follow the manager's lead. Employee trust is based on perceptions of a manager's competence as a leader and the manager's intentions toward employees.
The values that are important to a company, the reputation the company wishes to have among its customers, and the goals the company hopes to achieve in the future.