Summary
In this two-day seminar participants learn practical skills for maximizing the performance of their direct reports. They learn how to establish and communicate clear and measurable goals for each individual they supervise. Participants develop the ability to communicate positive expectations that stimulate employee performance. They also acquire the capability to conduct formal and informal reviews in a way that encourages people to accept responsibility for their own development. Finally, participants learn how to deal with difficult issues such as the failure to carry out assignments and meeting minimum standards of performance.

What keeps good people? The answer: their manager does. Managers at any level, front-line supervisors or project leaders actually have more power than anyone else in keeping and developing employees. Why? Because the factors that drive employee satisfaction and commitment are largely within their control and the factors that satisfy employees are ones that keep them in the organization and allow them to grow and develop. What researchers say satisfies people and influences their effectiveness is: meaningful and challenging work, a chance to learn and grow, fair compensation, a good work environment, recognition and respect. This workshop will provide participants with insight, tools and techniques to enable them to bring out the best in their employees and create the work environment and conditions for their growth and retention. 

Course Outcomes
The primary goal of this seminar is to assist participants in ensuring that the people of the organization achieve their performance potential. Specifically, the objectives of this seminar are to help participants:

• Bring out the best in employees;
• Establish clear performance standards and high expectations;
• Learn ways to provide recognition and corrective feedback;
• Reevaluate their role and responsibility for developing the people who report to them;
• Assess the impact of their management style and practices on the motivation and productivity of the people who report to them;
• Accelerate development and improve performance by matching their style and approach to their employee’s capabilities and situation;
• Learn ways to deal with difficult employees;
• Conduct effective coaching or development review meetings; and
• Identify steps that they and others in the work group can take to improve performance and build the capacity of the organization to achieve its goals. 

A key element in this program is The Management Practices Survey (MPS), which provides confidential feedback on each participant’s current management practices, helping to identify their own improvement opportunities and connect them with the program’s learning points.