Supervisory Development Programs

• New Framework for Constructive Performance Discussions

A New Framework for Constructive Performance Discussions

Jamie Resker, Principal of Employee Performance Solutions

As with most managers or supervisors, you can intuitively assess and describe performance issues, but what can be difficult is communicating this information in a constructive yet honest way to the employee. The underlying problem is the inability to translate what is “known” into effective words that are both comfortable to say and will have the right effect on the employee. A solution is the Performance Continuum Feedback Method® (PCF). PCF provides diagnostic and communication skills to deliver “sayable” and “hearable” performance messages that bypass the usual need to include a list of the employee's shortcomings. Learn how to:

• Accurately and quickly assess the overall “your employees’ performance health”
• Articulate and confirm the actions or behaviors that would make each employee more effective
• Translate this information into the best possible words to use during a performance discussion
• Pinpoint and find the right words to describe subjective aspects of performance such as interpersonal/social skills, personality traits and attitude.
• Present feedback in a way that will minimize awkwardness and employee defensiveness

Attend this half-day workshop and leave with working knowledge of a new approach to performance management and feedback.

University-wide Competencies

People Development, Communication, and Continuous Learning

Thursday,November 13, 2008

9-1

Walsh Hall Function Room

The Well-Practiced Manager

We have provided past issues of the on-line newsletter, The Well-Practiced Manager, a professional development resource for managers and supervisors. Its concise format and focused topic make it a perfect resource for busy managers and supervisors; it’s information when you need it.

Performance Reviews (February/March 2008)

Measurements and Performance (October 2007)

Reponse Time (May 2007)

Mentors and Managers(December 2006)

Performance Feedback Quiz: What Would You Do? (May/June 2006)

Job-Person Fit (February/March 2006)

Top Critical Practices for Managers (November December 2005

Performance Feedback (March/April 2005)

Delegation (May/June 2005

High Stakes Communication (January/February 2005)

Customer Service Challenges (October/November 2004)