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Front Line Leadership Module VI – Managing Performance I: Clear Work Direction

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Front Line Leadership Module VI – Managing Performance I: Clear Work Direction

Front Line Leadership is a newly redesigned, flexible, ten module program that provides new and current supervisors and managers with a toolkit of practical communication and employee development tools that reduce conflict, improve employee performance, and enhance team effectiveness. The ten, four-hour modules can be offered in any combination. Each one targets a specific set of skills. This blog post is the sixth in a series of posts that explains each of these ten modules in greater detail. Click on the links below to learn more about the previous modules.

Managing Performance I: Clear Work Direction is the sixth session of the Front Line Leadership Program. All managers must deal with situations where employees have not performed up to standards. This module helps participants understand why these performance problems happen and how they should be addressed when they do. It will also help new managers minimize performance problems by learning to communicate directions clearly to ensure that their expectations are fully understood.

The objectives of this module are:

  • Understand the causes of poor performance. Often, poor performance is the result of communication failure. When managers provide clear expectations, employees are more likely to be successful. Participants will be given the opportunity to write out their expectations for their team members and will practice communicating these to them.
  • Understand the basics of managing performance.  Developing a system for managing performance benefits managers, employees, and companies by developing strong relationships based on communication and trust. Participants will understand the three phases of the performance management cycle: Describe Task, Monitor Performance, and Give Feedback.
  • Understand the importance of providing clear and specific instructions.  When unclear wording is used in giving instructions, employees are more likely to be confused and mistakes are much more likely. Clear instructions include specific steps, specific tools and materials needed, and the specific performance standards expected.
  • Practice giving clear direction in a work-related activity. Participants will be given time during the session to practice communicating clearly with their employees throughout all three phases of the Work Management Cycle – when describing a new task, monitoring performance, and giving feedback. They will then be able to take the tools presented back to the workplace.

For more information about how the Front Line Leadership Program can transform your organization or for pricing information, contact Robert Winter at 832-483-5535 or fill out a contact form on our contact page.

| Categories: Front Line Leadership, Performance | Tags: Front Line Leadership, Managing Performance 1, Performance, Leadership Program, Robert Winter, Front Line | View Count: (1893) | Return

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