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About the Program
This will be an interactive program which will you will leave with working knowledge of a new approach to performance management and feedback. The Learning Objectives for the program include: Accurately and quickly assess the overall "employee performance health" of your entire team; 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 discusssion; Pinpoint and find the right words to describe subjective aspects of performance such as interpersonal/social skills, personality traits and atitude; and Present feedback in a way that will minimize awkwardness and employee defensiveness.
**************************************************************************** Student rates available - $15 in advance; $20 at the door
About the Speaker Jamie Resker
Over the course of 20 plus years as an HR and OD professional in the technology, human service, retail and consulting fields, Jamie observed patterns in the typical handling of employee performance issues.
**************************************************************************** Most managers found it difficult to provide performance feedback to their employees, particularly when the issue was related to a behavior. When managers did initiate performance discussions, they tended to focus on examples of poor performance and, predictably, most employees reacted defensively.
**************************************************************************** Jamie noted that it was common for managers to become so frustrated with the employee's performance that they sought HR support to begin the process of terminating the employee. Upon questioning the manager and reviewing the personnel file Jamie would find the employee in question was never provided with any information regarding their performance deficiencies. In other words, the employee in question had no idea they were in danger of losing their job!
The bottom line: most managers were aware of the performance issue but didn't want to go through the pain of addressing it with the employee.
**************************************************************************** Jamie found that the traditional method in which managers were taught and coached to provide performance feedback was often the ultimate cause for why key information was withheld from the employee. Most feedback providers were coached to give constructive criticism, which involves creating a bullet-proof case revolving around examples of the employee's shortcomings. Even though the intent is to be "constructive", these messages are perceived as discipline and criticism. This approach usually results in a defensive reaction from the feedback receiver, making it difficult to gain agreement on what needs to change. It's easy for these discussions to escalate into a confrontational exchange potentially damaging the relationship between the employee and manager.
**************************************************************************** Once a manager has been through this process once or twice it becomes easier just to avoid addressing employee performance issues altogether. Let's just say there is no real mystery for why managers tend to steer clear of giving feedback about poor performance!
**************************************************************************** Jamie developed a real world solution to overcome these problems, and offers the program through an easily learned tool, called the Performance Continuum Feedback Method (PCFT). The PCF shows feedback providers a new way to make sense of, communicate about and manage
employee performance. Jamie will introduce us to a new solution for systematically diagnosing employee performance issues and development opportunities and crafting messages about even the most sensitive performance issues that come across as both honest yet hearable.
**************************************************************************** After almost 20 years in the corporate world Jamie started her consulting business shortly after her third child was born. Through coaching, training and licensing services the program has been successfully used by employees in organizations ranging from Fortune 1000 corporations to
medium sized businesses and non-profit organizations.
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