Performance Management That Works Course

The Best Practices, and Tools To Positively Impact Employee Performance




Performance Management That Works Course

The Best Practices and Tools To Positively Impact Employee Performance


The topic of performance management can bring dread to managers and employees alike. But a successful system can positively impact the bottom line, provide a path for achieving goals, and increase employee morale. Our Results Driven Performance Management System resources can help implement and maintain a successful strategic process. Most importantly, you will finally get your team to perform at the level you know they are capable of.

  • Most performance management systems are too rigid for uncertain times
  • Leaders need a new way to track and encourage high performance
  • Aligned goals, ongoing feedback, and flexible metrics and incentives are key

The early months of the COVID-19 pandemic threw performance management systems into chaos -- and the reactions were telling.

The Warning Signs are there, and your company is probably not immune.



Which Of These Signs Have You Experienced?

Decreased Productivity.

One of the most profound and damaging symptoms of employee disengagement is a decline in the quantity or quality of an employee's work. If you notice that an employee is frequently missing deadlines or submitting subpar assignments, they may be feeling unmotivated due to disengagement from the organization. Other signs include doing the bare minimum and lacking innovative or creative thinking. It's like they are allergic to work!

Attendance Problems

Employees frequently miss work, come in late and leave early, or take extended breaks during the day. In that case, they likely lack enthusiasm for their jobs, and their motivation is dwindling. These clear disengagement indicators will quickly harm the organization's bottom line through diminished productivity and overpaid wages.


While some grumbling about the stress and responsibilities of work is typical, excessive negativity is a strong indicator of employee disengagement. Do you have any employees who constantly complain about their jobs or the organization, shift blame to others, or generally exhibit a defeatist attitude at work and are unlikely to care about the organization's success or put forth their best effort? Managers must eradicate negativity because it can permeate the workforce and harm team morale.

Lack Of Initiative

Do you have employees who forego training and development opportunities, avoid taking on new challenges, or are hoping they can get by in their positions with minimal effort? This may be because they do not like their jobs or feel apathetic about the organization's success—in other words, they are disengaged.

They Avoid Activities They Are Asked To Do

One of the signs of low employee engagement is withdrawing from participating in change. They only are focusing on doing just enough to get by. This can also indicate that an employee has one foot out the door. After all, why would someone volunteer to help the team or company if they don't plan to stay?



No Matter What Business You're in, You're in the People Business


The performance management systems of many corporations are ineffective, frustrating, and too rigid for a dynamic, high-risk business environment. It's time for leaders to make a leap to a new way of managing people.

A Gallup 2021 Study Reveals Today's Employee Needs For Feedback

  • Employees who receive regular feedback are more engaged
  • Effective feedback is timely and relevant
  • Great managers use feedback to create a development-focused culture.

Employees are hungry for feedback from their leaders, managers, and peers. They want to gain insights that advance their abilities and future potential. And more than ever, feedback is pivotal for engaging employees: Gallup data show that when employees strongly agree they received "meaningful feedback" in the past week, they are almost four times more likely than other employees to be engaged.

Today's employers and managers must understand how to get the most out of their team members. That is why we designed our Performance Management That Works online training program the way we have.


Why Invest in Results Driven Management Programs?


Leadership experience: Our executive trainers have decades of experience leading teams and organizations; this can be valuable in helping you and your team understand the challenges and opportunities that managers face and the leadership skills and techniques most effective in different situations.


Strong communication skills: Effective training requires strong communication skills, including presenting information clearly and concisely and adapting to the audience's needs and learning styles. All of our executive trainers have strong communication skills, which makes you uniquely qualified to train others.


Positive reputation: We have a positive reputation with every organization we have engaged with. Our training approach and materials are real world, taught by real executives, not some under-experienced trainer who has learned from a book.



Who Is This Course For?

Our programs are designed for managers regardless of seniority, industry, or location and give them the skills they need to succeed in the modern workplace.

The two things that usually earn a promotion to management have nothing to do with great management ability: tenure and mastery of a previous, non-managerial role. Managers account for the majority of variance in almost all performance-related outcomes. Yet companies will spend hundreds of billions of dollars every year on everything but training their managers.

This course was created by our Results Driven Team of former executives. We share the methods we know work effectively because we have used them ourselves. No theory: we share the exact methods we’ve used scaling highly successful teams for decades.

Anyone can benefit from Results Driven Management Training, no matter their experience level. Here's how taking a leadership course can arm your managers with the expertise needed to drive peak results.

  • Aspiring Managers: If you have aspiring managers who you want to further their ability, prepare for the future by providing them with proper management strategies and frameworks and building their skill set.


  • Newly Appointed Managers: Whether they've managed people, products, or projects, these courses can help them acquire the skills necessary to succeed from day one.


  • Seasoned Managers: All experienced managers can still hone their leadership expertise by applying insights from the knowledgeable executives training from our courses.


What you will learn

The Essential Characteristics of Modernized Performance Management

  • The new approach to performance management will have to be more collaborative, adaptive, and individualized based on conditions on the ground.


How to Aligned Goals

  • Setting and forgetting goals is no longer an option. Future uncertainty requires an aligned approach to goal setting.
  • Your company must have an agile and collaborative mindset that encourages employees to own their goals and expect change. Even anticipate it.
  • Employees and managers will learn to look for opportunities to pivot with changes to business needs and be rewarded for identifying new ways to make a positive impact.


Why Your Employees Should Not be Surprised by Performance Reviews

  • This starts with the expectation that goals will be adapted as needed to keep them highly relevant and precisely targeted at high performance. And it ends with ensuring the goalposts don't move at the last minute, without warning.


The Essential Skill to Have Ongoing Conversations Regarding Performance

Nearly half of employees say they receive feedback from their manager a few times a year or less. Your managers must adjust their approach to communication. The only viable management style in the future will be ongoing coaching conversations that establish a rhythm of collaboration and create shared accountability for performance and development.

However, most managers have not been using this approach and must be trained in the skills and provided the tools to do so. These conversations are more than just talk -- they will have different purposes and outcomes at weekly, monthly, and quarterly intervals. Are your managers prepared to have these effective conversations?

  • This course gets managers must ready to manage in the modern workplace, with some people working from home, some on-site, and others blended.
  • Why the only viable management style will be ongoing coaching conversations that establish a rhythm of collaboration and create shared accountability for performance and development.
  • Managers will learn how they should focus on the future -- identifying opportunities, quickly communicating changes, and preparing for potential pivots. People still want to know that their long-term growth and success haven't been forgotten.
  • How Great ongoing coaching conversations create a two-way street of communication that makes it easy to discuss needs and challenges and deliver highly individualized recognition.


How to Become Equipped to Improve Team Performance

  • Employee needs can't be adequately met in today's business environment using traditional performance management systems. It's time to burn the boats, leave old performance practices behind, and create a performance management strategy that is adaptive, responsive, and calibrated to the new workplace.
  • Managers need the fundamentals of good management more than ever: agile goals, exceptional coaching, and high accountability systems and the training to do so.
  • The Trial and Error Approach  Does Not Work for management training and never has.
  • Static performance reviews, annual goals, and infrequent feedback never really cut it before, and with the new challenges in the workforce, they certainly won't cut it now. Learn how to make a change.
  • Build a better system to get the best out of your people:
  • Learn what we know about transforming performance management.
  • Have conversations that accelerate employee performance.
  • Give managers the training and development they need to lead high-performing teams.


What you will get

In this course, you will receive everything your management team will need for a highly effective Performance Management System.

  • Executive Instructor-Led Video Training provides the hows, whys, and whats of managing the performance of their employees.
  • Supporting Course PDF
  • All the Performance Management Tools You Will Need to Implement or Round Out Your System
  • Professionally Created Monthly/Quarterly/ Annual Performance Review Form
  • Discipline Written Warning Form
  • Position Improvement Plan (PIP)
  • Complete List of Team Competencies
  • Personal Development Plan

Let's Get Started!

Individual Management Training

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Management Team Training

Provide your team will the skills needed to succeed in the modern workplace.

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