It is, of course, not enough to be just aware of problem performance in an organization; a manager needs to know how to improve performance. Most managers will begin with relatively informal approaches to improving performance. This will often take the form of a discussion between the manager and the problem performer in which the manager will want to advise the worker of the problem and then devise a plan for remedying the situation. Then the manager must introduce a system of monitoring performance to ensure that the planned for improvement has in fact taken place. But performance improvement also requires that the worker be given support to develop his or her skills, knowledge or whatever has caused the performance problem. It is essential that the manager is able then to apply three techniques to support the under achieving worker. These are to use a specific training program to resolve the problem, to appoint a coach to support the worker and to apply rigorous supervision techniques to help the worker to improve. Sometimes though a manager needs to be aware that the individual worker does not cause the performance problem but that it is caused by the system. This then means that the manager must know how to change the design of a task or alter the way a team operates to improve performance. An effective manager will recognize that different organizations require different measures to improve performance, and this course will show one way of identifying appropriate management practices to improve performance in different types of organizations.
Managers, supervisors, project team leaders and human resource professionals who need to deal with problem performance both informally and formally