Performance Management: Managing Employee Performance
This course equips managers and supervisors with the knowledge, tools, and techniques needed to drive peak employee performance. Through the Shared Management Model, you will explore goal setting with SPIRIT, the three phases of performance management (Preparation, Activation, and Evaluation), effective coaching, motivational strategies, and how to deliver and receive feedback. By the end of this one-day workshop, you will be ready to inspire your team, set meaningful standards, and conduct impactful performance reviews.
What you'll learn
- Understand the role of goal setting in performance management.
- Use the SPIRIT framework to help employees set and achieve meaningful goals.
- Apply the three-phase Shared Management Model to prepare employees for peak performance, activate their inner motivation, and evaluate their skills.
- Identify and use motivational tools and techniques appropriate for different employees and situations.
- Deliver and receive effective performance feedback using best-practice characteristics.
- Conduct formal and informal performance reviews that drive improvement and accountability.
Preview a lesson
Setting Goals with SPIRIT Goals are a cornerstone of any effective performance management process. When you are working with employees on big, ambitious goals, it often helps to break them into smaller, achievable objectives. The best goals have **SPIRIT** — a framework to ensure they are meaningful, attainable, and motivating. S — Specific Be clear about exactly what you want to achieve. The result should be tangible and measurable. For example, *"Prepare four more reports a month"* is specific. Vague goals leave employees unsure of what success looks like. P — Prizes Build in rewards at different milestones, especially for long-term goals. Encourage employees to celebrate their wins — big and small. A personal reward helps maintain momentum and reinforces the positive behavior you want to see continue. I — Individual The goal must connect to something the employee genuinely wants. When setting targets with your team, help each person find an aspect of the goal that is personally meaningful to them. A goal that feels imposed rather than owned is unlikely to inspire real effort. R — Review Check in on progress periodically. Ask: *Does this goal still make sense? Is the employee stuck? Does something need to be adjusted?* Regular reviews keep goals relevant and employees on track. I — Inspiring Frame goals positively and make them exciting
…Enroll to read the rest and the full curriculum.
Curriculum
Module 1: Course Overview & The Shared Management Model
2 lessons- textWhat Is Performance Management?
- quizModule 1 Knowledge Check
Module 2: Setting Goals with SPIRIT
2 lessons- textThe SPIRIT Goal-Setting FrameworkPreview
- quizModule 2 Knowledge Check
Module 3: Phase I — Preparation
3 lessons- textChoosing the Right Person and Setting Standards
- textCoaching for Performance
- quizModule 3 Knowledge Check
Module 4: Phase II — Activation
2 lessons- textManaging the Work in Progress: Motivation
- quizModule 4 Knowledge Check
Module 5: Phase III — Evaluation
3 lessons- textOngoing Evaluation and Effective Feedback
- textFormal Performance Reviews
- quizModule 5 Knowledge Check