DBR Employee Performance Classes
We can provide the following Employee Performance training classes at your location or ours for groups of 10 or more. For more information or to schedule a class, email us or call us at 515-964-6346 or 1-800-362-2127, x 6346.
Click on a class below for details.
- Correcting Performance Problems
- Conducting a Collaborative Performance Review
- Managing Performance Problems
- Setting Performance Expectations
- Reviewing Performance Progress
- Retaining Talent
- Dealing with Difficult Employees
Correcting Performance Problems
Overview:
This unit provides modeling and practice in how to hold discussions with employees about unacceptable performance. It focuses on discussions that are necessary after less formal feedback and coaching have failed to result in a turnaround. The unit provides a process that leaders can use to get an individual’s performance back on track and to build motivation for continual improvement.
Objectives:
- Recognize why leaders delay correcting poor performance and what the costs of delaying action are.
- Identify performance situations in which to take action.
- Explain how thorough preparation lays the groundwork for a constructive discussion about performance and describe what goes into thorough preparation.
- Successfully use the Key Actions to conduct a discussion about the need to improve performance.
Class Length:
Time commitment
varies. Please discuss with your Partnership Development Manager.
By AG
Conducting a Collaborative Performance Review
Overview:
Although the
formal performance review may seem more an administrative than a
management responsibility, in practice it can be an extremely powerful
tool for the performance leader. Especially today, when people work
more independently, few opportunities arise when both the manager
and employee can step back, look at what has happened, and decide
where to go in the future.
This unit provides a collaborative approach to the formal performance
review. Participants will learn how to prepare employees—and
themselves—for a review, how to manage expectations during
the discussion, and how to create an atmosphere that encourages
both people to be open about their concerns and plans for the future.
Objectives:
- Explain how a performance review discussion can be used to increase individual productivity, motivation, and learning
- Describe how to prepare the person being reviewed for a collaborative discussion.
- Describe how prepare yourself for a collaborative performance review.
- Explain the importance of identifying two to three core points that the person being reviewed should remember after the discussion.
- Set up a focused discussion by opening the review with the purpose, desired outcomes, and agenda.
- Focus the review on the future, rather than on the past.
- Use the Key Actions for conducting a collaborative performance review.
Class Length:
Time commitment
varies. Please discuss with your Partnership Development Manager.
By AG
Overview:
Just one employee
with chronic performance or work-habit problems can drag down the
performance and morale of an entire work group. And it can dominate
a leader's time and lead to frustration and stress.
This course builds leaders' skills in handling chronic performance
or work habit problems or serious misconduct. They learn how to
document the problem, and explain what the employee must do to address
it. Leaders are skilled in discussing and imposing formal consequences
while adhering to their organization's disciplinary policies and
procedures.
Objectives:
- Provide people with performance problems with a clear understanding of what they must do to improve and the consequences of failing to do so.
- Take appropriate action, based on best practices, to effectively address ongoing performance and work habit problems or serious misconduct.
- Impose formal consequences, such as probation or suspension, with the confidence that the person has been fully heard and fairly treated.
- Minimize the impact of ongoing performance problems on the individual, work group, and organization.
Class Length:
3 hours, 30
minutes.
By DDI
Setting Performance Expectations
Overview:
Identifying
performance expectations is a shared process. Objective-based performance
expectations are critical to individual, team, and organizational
success.
This course helps leaders prepare for and conduct planning discussions,
encourage continued involvement, and work with project teams or
task forces on their performance plans.
Objectives:
- Help others identify performance expectations that support organizational goals.
- Encourage meaningful involvement as people develop their performance plans.
- Set expectations within their area of responsibility with direct reports or as a leader without formal position power.
- Meet people's personal and practical needs during expectation-setting discussions.
Class Length:
6 hours, 5
minutes, or 4 hours, 5 minutes, Fast Track.
By DDI
Reviewing Performance Progress
Overview:
Regular progress
reviews focus everyone-leaders, individuals, and teams-on meeting
goals through ongoing data collection and feedback.
This course helps leaders build skills for tracking progress, providing
specific, balanced feedback, and conducting review discussions.
It emphasizes the leader's role of offering ongoing support, guidance,
and resources while encouraging others to assume responsibility
for achieving their plan. It also focuses on revisiting objectives
and tracking methods if priorities change.
Objectives:
- Plan and conduct effective reviews that encourage employees to sustain good performance and improve where needed.
- Champion monitoring, collecting, and analyzing performance data as shared responsibilities.
- Meet personal and practical needs during reviews using Interaction Process skills.
Class Length:
5 hours, 35
minutes, or 4 hours, Fast Track.
By DDI
Overview:
How much do
you worry about losing your best and brightest employees?
Everyone needs to take steps to develop and retain the talented
people already on board. This two-day program prepares leaders to
create and foster an environment where people and performance thrive.
Objectives:
- Create retention strategies for employees.
- Forge strong relationships with their work group by providing recognition, building trust, and putting the company?s vision and values into action.
- Determine ways to provide meaningful work for the people in their group.
- Guide individuals to create and implement development plans that aligns with the business strategy.
Class Length:
2 days
By DDI
Dealing with Difficult Employees
Overview:
This workshop provides insight to supervisors and managers on common types of employee problems that many organizations face. Learn what procedures and documentation should be in place when addressing such issues as alcohol, drugs, excessive absenteeism, discrimination and more. Define what these problems are and how might you deal with them from a legal perspective.
Objectives:
Learn about common types of difficult employee behaviors
Discuss impact of failing to deal with these behaviors
Discuss what your company can do to best handle these behaviors
before they arise
Class Length:
4 hours
Ankeny