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Performance Management - marktelco
A redhotactive development programme.

The scenario used in this example is called ‘marktelco’ and has been designed to specifically focus on the importance of meaningful performance management within the organisation.

During the event delegates assess the performance of each marktelco employee and discuss how to deal with their on-going performance management and appraisal interviews.		 
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  • The Problem
  • The Solution
  • Further Detail

The IT division of an international utility services and environmental solutions company were replacing its current appraisal system, with a brand new online appraisal system.

To ensure the project's success, the company wanted to train both 'appraisers' and 'appraisees' in not only the technical side of the new system but also in the skills, knowledge, behaviours and attitudes required for an effective appraisal system.

Righttrack was therefore selected to develop a behavioural and skills based appraisal programme that would be aligned to and run alongside the technical training that was being delivered by in-house specialists.

The solution was a custom designed redhotactive development programme called marktelco. Two different versions of this programme were created; one for the appraisers and one for the appraisees.

The appraisers programmes was purposely designed to achieve the following objectives:

  • To clarify the importance of personal shared ownership of the appraisal by both individuals and their appraiser
  • To understand and be able to use the new online appraisal system's processes and procedures
  • Plan and prepare for successful appraisal interviews
  • Be able to interpret 360º feedback summaries and prepare to discuss them with appraisees
  • Be able to discuss and give feedback on task and behavioural aspects of work performance and contribution
  • Be able to discuss and agree performance (SMART) objectives with appraisees
  • Be able to generate successful outcomes from appraisals with under performers and those with sub-standard feedback results
  • Be able to generate successful outcomes from appraisals with exceptional performers and high achievers
  • To be able to work with appraisees to identify learning and development opportunities that support planned improvements
  • To be aware of the need to understand and use an effective coaching process to support appraisees development objectives

The appraisees programmes was purposely designed to achieve the following objectives:

  • The benefits of the new online appraisal system
  • To recognise the importance of personal ownership of the appraisal by each individual and manager
  • To understand and be able to use the new online system's processes and procedures
  • Understand the value and use of the 360º feedback process as part of the appraisal system
  • Be prepared to provide consistent and objective feedback to others through the 360º feedback system
  • Know how to work with the appraiser to evaluate 360º feedback results and to agree resulting objectives
  • Be prepared to contribute proactively and positively to an appraisal interview
  • Be prepared for, and able to participate as coachee with a colleague or appraiser as coach

marktelco has been designed to specifically focus on the importance of meaningful performance management within the organisation. Delegates are introduced to a fictitious organisation, complete with structure chart, products and services, history and departmental functions. The detail extends to the achievements of each department against target and the performance of each individual.

For the appraiser programme delegates work individually, or in small groups, assessing the performance of each individual and discussing how to deal with their on-going performance management and appraisal interviews. The scenario mirrors all the issues found in the real organisation. The focus is on:

  • The importance of performance management in the whole people management picture
  • The different components of performance management
  • Evaluating performance – methods and techniques
  • Involving third parties in the performance management cycle
  • Planning an appraisal interview or performance interview
  • The importance of keeping records
  • Using technology in the performance management cycle/appraisal process
  • Giving positive and negative feedback
  • Handling excellent performers
  • Handling poor performance
  • The importance of keeping records

For the appraisee programme delegates work in small groups assessing the situation of each of the ‘characters’ and considering the issues which need to be raised at the appraisal interview. The session explores the need for appraisal interview preparation and what benefits can be gained by contributing positively to the process. The scenario mirrors all the issues found in a real organisation. The focus is on:

  • The importance of the appraisal process to all within an organisation
  • Benefits to the individual and the organisation
  • The appraisal system (appropriate to the client)
  • Planning for an appraisal interview or performance interview
  • Giving and receiving feedback
  • Challenging feedback in an appropriate way

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