Learn the skills to be able to become self-motivated in situations where you need to increase performance.

Effectively managing poor performance is a skill itself. Learning how to become a manager and recognising poor performance indicators is essential.

By creating a healthy workplace, you know your employees and team around you have the very best situation to become high performing individuals. Learn how you can increase your teams effectiveness with some simple ideas for the workplace.

They say that a team is only as strong as its weakest link. Learn how each individual can assist in building a strong team. This section helps you mange poor team performance also.

Positivity will create energy. Learn how to build both a positive and energized outlook or mindset.

This section provides your participants with unique problem solving skills to help you and your team become more creative.

We may have heard about the famous De Bono’s six thinking hats. We discuss how to use these thinking methods to assist with outside the box thinking and information gathering.

Many of us have life issues that impact our performance at work. This session here doesn’t go into individual detail, yet provides some simple general solutions to the work/life relationship.

Setting goals and becoming a results driven person can help you increase performance and always be a performer. Learn about the simple skills to become more results driven.

We discuss a little about individual personality strengths and how we can use our amazing talents to become a better performer.

Learn just how to create and execute a performance management procedure that is powerful
Describe the leading 10 causes of poor performance.
Choosing the right approach for handling poor performance
Identify and resolve performance and absence problems
Comprehend motivation in the work place and how to achieve the most from your employees
Identify what behaviour is the reason for the employee to under-perform
Comprehend function and the importance of strong performance management
Support your staff appropriately.
Work to resolve poor performance in the interests of the whole team.
Manage staff with emotional difficulties.
Explore different ways of incentive’s performance
Considering and implementing suitable disciplinary actions
Discover the best way to spot the warning signs of poor performance and take precautionary actions
Review your organisation’s policies and practices consistent with the law and HR best practice.
Identify and react to the causes of functionality versus inferior operation.
Contemplate the industrial relations implications of poor and under performance.
Give constructive and improvest comments to staff.
Improve/develop skills in performance management for your staff.
Ensure you are supplying the right amount of support
Handle staff that is aggressive and tough.
Common performance problems and manage poor performance in their teams.
Identify the cause of poor performance in your staff.
Comprehend the law in regard to performance management, lack and strain
Confront their inferior performance
Keeping proper records and evidence
Redirect their behaviour to improve functionality
Discover how to provide effective coaching and produce positive comments
Provide constructive responses to performing staff
Learn methods to reward good performance, both fiscally and non-financially
Ensure that all team members understand and give to their targets
Consider what you can do in order to ease the scenario.
Examine a range of techniques and tools that enable the efficient management of inferior performance.
Use a 6 step procedure to train staff members towards solutions to overcome their poor functionality.
Create an environment that staff can thrive in
Identify essential behaviours by recognising boost and just how to dedicate continuing performance management needed in performance planning
Consider how to minimise operation issues in the workplace.
Dangers associated with inferior performance being mismanaged

During this session, we will help participants to :

Learn more and understand the role of goal setting in performance management. Gain the tools to help your employees or co-workers set and achieve targets. We also discuss a three-phase model that can assist you to prepare employees for peak performance, activate their internal motivation, and value their skills. Overall our trainer will provide range knowledge of inspirational instruments and techniques to improve performance in individuals.

It is the self-manager’s responsibility to:

Discover immediate targets, Build a performance supportive attitude
Handle on the job activity, Supply on the job motivation, Identify obstacles standing in the way of getting the job done, whenever possible
Remove those obstacles and ensure that the job gets done
Recognise on the spot opportunities for performance improvement

There are four basic ways to gaining worker involvement in setting standards :

1. The manager considers all variables, prepares tentative standards, and discusses them with employees to get agreement.
2. The workers set their very own standards that were tentative and bring them to the manager for acceptance and discussion.
3. The manager and workers independently establish standards for each of the key results areas selected for the job. These standards are compared and discussed to reach agreement.
4. Employees and the manager jointly discuss and set performance standards.

Training is to prepare the employee to be able do the job. It is an supervisor’s prime responsibility to:

Pick the right individual for the job
Create long term objectives of the employee
Ensure objectives are clearly conveyed
Ensure the essential material and people supports are in place to carry out those objectives

Goal setting and performance review

Our trainer will provide participants with new tools and skills to be able to set goals and review performance effectively and professionally. This training session can be modified to include or exclude modules. For a session to suit your teams needs contact us for more information.