Managing People for Performance
Is your company’s performance management system
being used to its best advantage?

Ensure that your performance management system is not just
seen as an administrative task.
Improve managers’ competence in the three key areas of
performance management.

IDEAS ONPOINT


Are you, or is your organization, facing a significant challenge—developing leaders, managing change, executing plans and strategic initiatives, engaging and retaining talent? Would you like to know how top-performing companies deal with these issues and what factors differentiate the best companies from those that are less successful?


Find out by joining our free email mailing list and request one of our reports related to your area of interest.

Our recent survey of performance management systems revealed that fewer than half of the 115 HR professionals and 441 managers surveyed believe that their company’s current performance management system delivers value to the business. In fact, only a paltry 30% of respondents believe their company’s system achieves its intended objectives.

OnPoint Consulting’s proprietary study reveals that Mindset, Competence, and Reinforcement are critical success factors in any performance management system—whether it’s technology-based or paper-based.

MINDSET: Performance management is seen as a tool to drive results, not as an administrative task.

COMPETENCE: Managers are competent at goal setting, coaching, developmental planning, and appraisal.

REINFORCEMENT: Managers meet periodically with direct reports to formally review progress.

To ensure that managers master these three essential factors required to implement their company’s performance management system consistently and effectively, OnPoint offers Managing People for Performance.

The program provides practical skills and techniques incorporating examples, case studies, and role plays. Participants hone their skills, understand the importance of performance management for achieving business results, and clarify the role of the manager and the direct report throughout the performance management process. An optional upward feedback survey that helps managers understand their strengths and weaknesses in managing performance is also available.

Specifically, as a result of participating in this program, participants will be better able to:
  • Develop specific, measurable, and challenging goals that are aligned with work-unit and organizational objectives

  • Apply five critical skills and action steps for on-the-spot coaching and coaching to monitor progress

  • Evaluate and document performance results objectively
  • Prepare for and conduct effective performance review discussions

  • Choose appropriate developmental strategies and activities, and prepare a developmental plan with each direct report

  • Prepare for and conduct effective developmental planning discussions
Managing People for Performance can be tailored to reflect the specific policies and practices associated with your performance management system.  The program is modular in design and can be offered as a two-day program, or in a series of half-day or full-day real-time working sessions to coincide with your company’s performance management calendar. We also offer a half-day version of the Performance Management program for employees, to help them take an active role in the performance management process in partnership with their managers.
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