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Performance FeedBack. Performance Compliance. Performance System Model. Three Tools. Outstanding Above average Average Below average Problem performers Recalcitrant employees. Performance Coaching. Performance Accountability. Performance Compliance. Praise Performance - PowerPoint PPT Presentation
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Copyright © 2009 First Steps Training & Development, Inc. All rights reserved.
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Performance FeedBack
Performance Compliance
Copyright © 2009 First Steps Training & Development, Inc. All rights reserved.
2
Performance System Model
Opportunity to Perform
Define the Accomplishment
Road Blocks
Performer FeedBack
Undesired Accomplishment
Desired Accomplishment
Performer
Performance Sustaining
Consequences(+)
Performance Defeating
Consequences(-)
Performance Sustaining
Consequences(+)
Performance Defeating
Consequences(-)
Supports Organizational
Goals
Defeats Organizational
Goals
Supports Organizational
Goals
Defeats Organizational
Goals
Copyright © 2009 First Steps Training & Development, Inc. All rights reserved.
3
Three Tools
• Outstanding
• Above average
• Average
• Below average
• Problem performers
• Recalcitrant employees
Performance Coaching
Performance Accountability
Performance Compliance
Copyright © 2009 First Steps Training & Development, Inc. All rights reserved.
4
1. Praise Performance
2. Ask Questions to Understand the Situation
3. Review the Standard
4. Ask for a Solution
5. Get Commitment
Performance Coaching Process
Copyright © 2009 First Steps Training & Development, Inc. All rights reserved.
5
Set the Stage
Facts and Reasons
Get Specifics and Summarize
Performance Accountability
Copyright © 2009 First Steps Training & Development, Inc. All rights reserved.
6
Set the Stage
State the topic, be specific
Check for Understanding
State the Objective Use “You” and “Differently”
Check for Understanding
Copyright © 2009 First Steps Training & Development, Inc. All rights reserved.
7
Facts and Reasons
State the trend
Review a recent example
Check for agreement
Ask for reasons Write them down Echo back
Summarize
Examine each reason thoroughly
Explain why firstThen accept or reject each reason
Ask: "What are you going to do differently in the future to…?"
Copyright © 2009 First Steps Training & Development, Inc. All rights reserved.
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Performance Compliance
Copyright © 2009 First Steps Training & Development, Inc. All rights reserved.
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Review Impacts
Summarize the discussion
Draw impacts, using open-ended questions, prompts and silence
Summarize impacts
Ask: "Now, do you see this as something you will fix?"
Copyright © 2009 First Steps Training & Development, Inc. All rights reserved.
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Tell Specifics and Give Consequences
Tell the employee what you want done differently - have it written down
Check for understanding
Summarize the discussion in detail
Draw possible consequences from the employee, using open-ended questions, prompts, and silence
Summarize the consequences
Again ask this question: “Now, do you see this as something that you will fix?
Copyright © 2009 First Steps Training & Development, Inc. All rights reserved.
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Get Specifics and Summarize
When the employee acknowledges that he or she will do things differently have him or her identify them
Write down the things the employee will do differently, review them with the employee
Gain commitment to action
Structure follow-up
Confirm commitment to action
Copyright © 2009 First Steps Training & Development, Inc. All rights reserved.
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For more information, or to schedule a workshop, contact:
Toll Free: (800) 211-0871
www.FirstStepsTraining.com
Performance FeedBack
