American Strategic Management Institute

Employee Performance Management

Industry experts are constantly reprehending economic partners to heed the -People Barrier" that prevents 75% of companies from effectively aligning their corporate strategy with individual and team-level incentives. Many fail to succeed because they do not formalize the connections between strategy and activity with meaningful measures of performance, detailed performance plans, and formal reward systems. Strategy must be the common denominator for all decisions, processes, and policies ® it must be woven into all aspects of measuring and reporting performance. When this occurs, only the right people, skills and resources will be utilized. This training will enable attendees to design and implement effective employee performance evaluation systems that use enterprise-wide measures to drive individual achievement and rewards.

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Employee Performance Management
DAY ONE: Aligning Employee Behavior with Strategic Corporate Goals

Module 1: Aligning All Units, Teams, and Employees Around Enterprise Goals & Strategies
• Understand the key components in implementing Lean Six Sigma
• Translating all levels of performance in terms of strategic objectives
• Utilizing strategy maps as a performance management framework
• Establishing linkages among business functions to demonstrate interactive processes

Module 2: Crafting Individual Employee Performance Plans
• Cascading enterprise goals and measures to the individual employeeês levels
• Coaching supervisors on crafting unique employee performance plansãand linking them to employee development plan

Module 3: Developing Valid Employee Performance Measures that Provide for -Balanced" Evaluations
• Conducting competitive gap analyses to identify internal workforce performance goals
• Design strategic outcome measures that directly reflect organizational growth
• Develop goals that motivate performance towards strategy and customer expectations

DAY TWO: Monitoring and Motivating Performance for Long-Term Growth

Module 4: Scheduling and Conducting Progress Reviews to Provide Feedback
• Provide feedback to employees and work groups on their progress toward reaching their goals
• Compare employee performance against their elements & standards

Module 5: Dealing with Poor Performers: Correcting Performance Problems
• Correct poor performance in a positive, risk-mitigated way
• Recognize why leaders delay correcting poor performance

Module 6: Managing Employees for Results
• Empowering employees with relevant information for timely decision-making
• Capturing customer responses and innovations from employees and managers

Module 7: Aligning Hiring, Developing, and Retaining High-Performing Right-Types
• Creating systematic selection systems that integrate competitive needs and strategic direction
• Establishing unit-level as well as personalized training to develop unique skills
• Motivating employees towards intended outcomes with innovative reward systems

Module 8: Capturing Comprehensive, Multi-Dimensional Performance
• Assessing employees from alternate perspectives (customers, suppliers, partners)
• Designing 360 degree feedback systems that develop performance