Managing People. Jon Boyes. Trainer and Support Officer Careers and Employment Service

Transcription

1 Managing People Jon Boyes Trainer and Support Officer Careers and Employment Service

2 Session objectives At the end of the session participants will: Know how to conduct effective performance appraisals Develop the skills to give feedback Know how to set SMART goals Apply a model of employee motivation Identify methods to motivate and coach staff

3 John Adair Action Centred Leadership

4 Golden rules Rule 1. People who feel good about themselves produce good results Rule 2. Help people reach their potential, catch them doing something right (from The One Minute Manager, Blanchard)

5 Constructive feedback Encourage them to reflect first e.g. How do feel about the way you dealt with Specific and constructive. Focus on the behaviour, not the person How to improve. Offer alternatives e.g. you might like to try Feedback sandwich: Balance negative with positive end on positive Personalise your comments e.g. I liked the way you

6 How to reprimand Tell them beforehand that you are going to let them know how there are doing and in no uncertain terms reprimand immediately be specific say how you feel about what they did wrong stop for reflection (uncomfortable silence) then.. remind them how much you value them reaffirm that you think well of them, just not performance in this situation when reprimand is over, its over

7 Performance management cycle Organisation or project aims and objectives Annual/bi annual appraisal Agree SMART targets with staff Monthly review

8 Agreeing goals/targets Staff come up with own targets. Manager tweaks, both reach agreement Staff know what s expected of them Staff can see how well they are doing SMART = a set of performance indicators Specific Measurable Achievable Relevant Timed

9 Structuring review meetings (supervision meeting, one-to-one, etc.) Intro and settling in establish rapport Agree agenda for meeting Review last meeting notes and action arising Review recent experience listen and feedback Review any difficulties/problem areas Overview of future work End on positive note Manager takes brief notes, both sign as record for personnel file

10 Annual appraisals Actions arising from last year s appraisal Review each target For any target not achieved, why not? What were problems and how were they addressed? Performance overview, feedback Agree targets for next 12 months Process facilitated by giving staff questionnaire beforehand. Agreed and signed by both parties End on positive

11 Maslow s hierarchy of needs Self-actualization personal growth and fulfilment Esteem needs achievement, status, responsibility, reputation Belongingness and love needs family, affection, relationships, work group, etc. Safety needs protection, security, order, law, limits, stability, etc. Biological and physiological needs basic life needs - air, food, drink, shelter, warmth, sex, sleep, etc.

12 Maslow in the workplace Self-actualization Challenge and opportunity Esteem needs Recognise achievements, incentives, promotion, delegate responsibility Belongingness and love needs social events, teambuilding, internal communications Safety needs safe working environment, retirement benefits, job security Biological and physiological needs rest breaks, heating/air con., canteen

13 Coaching the GROW model Goal Reality Options Will

14 Performance management Managing People Motivation Coaching

15 Session objectives At the end of the session participants will: Know how to conduct effective performance appraisals Develop the skills to give feedback Know how to set SMART goals Apply a model of employee motivation Identify methods to motivate and coach staff

16 Managing People Jon Boyes Trainer and Support Officer Careers and Employment Service