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Performance Management

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Why Performance Management Training?

Whatever format it takes, the management of individual and team performance is an essential part of the relationship between a manager or team leader and their reports. There are important benefits for everyone involved and it therefore should be prioritised - even if it feels there is no time, no need, or that circumstances or personalities don't make it easy.

Unfortunately for many managers or team leaders, the issue of performance management is only directly and strategically addressed on an annual basis at performance reviews and appraisals, or when a particular performance issue is causing a real problem. Whilst understandable, this approach is not usually particularly effective - individuals are all too often often left unsure of what's expected of them between annual reviews, they are not properly held to account, and their motivation and productivity is left to decline.

Individuals wishing to improve their ability to manage the performance of others are often interested in finding ways to:

      • Improve performance without resorting to using their positional power or authority
      • Create and maintain a culture of continuous improvement, striving for excellence and constructive feedback
      • Maintain trusting, productive relationships - even with those they need to 'pull-up' or criticise
      • Inspire and facilitate real improvements rather than just being heard
      • Develop a consistent and fair, yet flexible style of performance management that suits the diversity of needs and personalities within their team
      • Develop useful techniques and strategies to motivate and influence those who are not easy to communicate/work with
      • Ensure that performance review meetings are more than just'ticking-the-box' exercises - and transform them into productive and highly valued interactions with their team members
It is easy to see why 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 within the team is not actually managed. Instead it is left to get slowly worse, in the hope that either it will somehow improve on its own, or 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, the overall performance of the team, and the organisation as a whole.
H2 Blog Topic





"It is an immutable law in business that words are words, explanations are explanations, promises are promises but only performance is reality."

Harold S. Geneen


Click the 'play' button below to see David Brent from the UK version of The Office facilitate a rather uninspiring performance appraisal with Keith the accountant :

How to spot effective performance management

A skilled performance manager...

1. Constantly observes their team - looking for issues that give clues about the current and potential performance of their team - not just in terms of outputs, but more inportantly, in the process of performance

2. Develops and supports a culture/expectation within their team that performance management is within the context of on-going review and support, and is genuinely for the benefit of all parties

3. Focuses on success - they approach the process with the view that their team are already successful, recognising that each individual has talents, and seeks to develop and utilise them further

4. Utilises a range of tools approaches and formats for managing the performance of their team - ranging from informal discussions, coaching and training to formal supervision and review meetings

5. Is committed to a partnership approach - they involve their team as much as possible in the measurement, evaluation and management of their own performance

6. Is able to deal with disagreements and conflict in a constructive way, using problem solving techniques to find win-win solutions

7. Uses the power of their position sensitively and appropriately - they rarely use their role or their status as the primary tool of influence

8. Is balanced - they focus on both positive and negative aspects of their team's performance, giving praise and encouragement where it is due, as well as identifying areas for improvement

Performance Management Training

Would you or others in your team benefit from training in 'performance management'?

As well as the information and advice availble from the internet and from reading books, there's huge additional benefit to be gained from the interaction, practical exercises and valuable feedback that face-to-face training and coaching gives. In relation to the topic of effective influence H2 offers:

Communication and Relationship Management Training

Open Courses

Held in Central London in convenient locations on a regular basis - a place costs from just £270 +VAT per person for a 1-day course. We currently offer the following open course specifically on this topic:

We can deliver any of our open course topics at your own premises or at a local venue of your choice, plus we offer a number of other off-the-shelf courses that can be delivered in-house, including:

We charge a flat daily fee from £800 +VAT per day (from £700 +VAT for not-for profit organisations), for any number of attendees up to 12 people, dependent only on the location and the duration of the course. Click on the "In-house Courses" button above for more details.

Our bespoke service involves us designing and delivering a tailored course to meet your more individual requirements. Following a short but effective pre-course consultation, we put together a course programme that reflects your specified priorities, and that includes exercises based on real-life case studies/scenarios. This helps us to ensure that the course stays focussed on the issues that are most important to you and your delegates. Click on the "Bespoke Training" button above for more details.

We offer all of our open course and in-house topics as 1:1 training. The cost is dependent upon the topic, location and duration and we offer discounts for two or more sessions. For example, the fees for our standard 1:1 training in Central London covering an open course topic (such as "Performance Management" or "Managing Poor Performance") are £550 +VAT. Click on the "One-to-One Training" button above for more details.


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