10 Ways to Improve Your Performance Management Training for Managers
Performance management is a crucial part of effective leadership. Managers need to provide unbiased and constructive feedback to improve employee performance and boost morale. This post will focus on ten tips that you can use when creating your next performance management training workshop for managers so that they can deliver the most impactful sessions possible!
Tip #01: Define what you want to achieve with performance management training.
Are you looking to improve the skills of your managers when it comes to providing feedback, conducting development conversations, or managing poor performance? Once you know what you’re aiming for, you can better tailor the training to meet your needs.
Tip #02: Make sure the training is interactive.
Nothing kills a learning experience like a dull, monotonous lecture. Look for training that incorporates activities and exercises to keep participants engaged.
Tip #03: Give managers time to practice what they’ve learned.
It’s not enough to provide managers with new skills; you have to give them opportunities to put those skills into practice.
Tip #04: Make sure your managers understand the benefits of performance management training.
If you expect people to take time out of their days for training, explain why it’s important and how they will benefit from participating in the session. It can be an opportunity to share success stories from other managers who have gone through the training and reinforce how it has positively impacted their performance management skills.
Tip #05: Hold follow-up sessions after performance management training for managers.
While some people learn best by doing and others prefer a more traditional classroom environment, there’s no one-size-fits-all approach to training. Follow-up sessions can allow managers to revisit the topics covered in the original class and ask any questions they may have.
Tip #06: Be prepared to answer manager objections to performance management training.
Not everyone is on the idea of taking time out of their day for training, and some managers may resist attending a class on performance management. Be prepared to answer objections such as “I don’t have time for this” or “I already know how to do this.”
Tip #07: Make sure the trainer has experience working with managers.
The last thing you want is a trainer who has no experience working with managers and is unfamiliar with the challenges they face. Look for performance management training delivered by an experienced manager or coach, preferably from your organization.
Tip #08: Consider using videos to supplement live instruction.
It is challenging for managers to take time for training, primarily if the class gets delivered in person. Consider using videos as a way to supplement live instruction. It will allow managers to watch the videos on their schedule and revisit topics as needed.
Tip #09: Use real-world examples to illustrate performance management concepts.
One of the best ways to help managers understand new concepts is using real-world examples. It will help them better understand the concepts and apply what they’ve learned when it comes time to provide feedback or conduct development conversations with their direct reports.
Tip #10: Provide training covering more than just performance management techniques.
Managers face many challenges, and performance management is only one part of their job. Look for training covering various topics to better prepare them for their roles on their team or in the organization.
Conclusion:
These are a few tips to help you select performance management training for managers. Remember that not all activity is created equal, so be sure to research and find the right fit for your organization. And finally, remember to follow up with managers after they’ve completed the class to ensure they’re putting their new skills into practice.
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