Performance Matters 2-Tape Series
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Performance really does matter, as we see in this two tape series. Performance Matters shows how managers can learn to use praise to recognize the efforts of their staff and make employees feel appreciated and valuable.
One of the most common reasons people leave their jobs is because they felt as though they weren’t appreciated or valued. The first training course helps address this issue by showing why and how to give praise when it is due. Praise is an important tool that management can use. The best part is that praise is cheap, easy to apply and can produce amazing results. If you want to increase productivity and the quality of what your employees produce, then you need to learn how to effectively utilize praise.
The audience watches as a department that already suffers from high turnover is at risk of losing yet another employee. The staff member showed initiative and was committed to assisting customers, however their manager chose to criticize their unauthorized use of taxi fare.
We then see how the employee’ attitude is uplifted when the manager shows appreciation for a job that was well done. The audience learns that it’s vital to make sure you share the reason behind the praise and avoid remarks that could counteract praise.
The first part of Performance Matters will:
- Show why managers don’t praise
- Reveal the value of adding praise to your corporate culture
- Shows managers why to seek out opportunities to praise their staff
- Shares 6 simple rules for correct praising methods
- Shows that praising is a learned skill, not a natural talent
In the second training course, we explore the importance of constructive criticism. Solid feedback can help correct errors and improve productivity. Yet no one likes to be criticized, and some people have a hard time handling it – especially when it isn’t delivered tactfully.
This presentation shows the goings on of a district council office. There is an oversight when preparing for a meeting which results in the rejection of an important planning application. The planning officer feels uncomfortable about addressing the assistant who caused the rejection. That is until a stern memo is received from the chief executive.
Instead of finding out what happened and taking appropriate action, the officer works through a series of clumsy mishaps and mistakes to discipline the assistant. In a show of poor etiquette, the officer winds up exploding at the assistant in front of junior colleagues. He fails to agree on what went wrong and harshly criticizes.
This part of Performance Matters also reveals how to understand what caused the problem and how to provide suggestions to avoid it in the future.
The second part of Performance Matters will:
- Help managers understand why criticism is important
- Reveal why criticism should focus solely on what was done
- Show how poorly delivered criticism can lead to bigger problems
- Shares 7 easy rules for providing effective criticism
Please note: This two part series is only available for shipping to addresses within the United Sates due to contractual restrictions.