HRMG 4155 - Skills Practice 2 Performance Coaching The purpose of this Skills Practice is to provide you with the opportunity to take the role of a manager, assess the performance of an employee, plan out a performance discussion and practice having the conversation with a partner in a role play. Each student must choose a scenario from the ones outlined below and complete worksheets 1 and 2 to prepare for the conversation in the role of the manager. You will then conduct the performance assessment meetings with each other, taking it in turns to play the role of employee' and the 'manager'. The employee' should complete worksheet 3. You are encouraged to be as objective as possible in order to help each other learn and grow. Each student should therefore submit all 3 worksheets for grading as follows: Worksheet 1 2 3 Purpose Preparing the criteria Preparing the climate Observations Completed by Manager Manager Employee . Steps Identify the performance criteria in the scenarios below One of the performance criteria is more measurable and quantifiable The other performance criterion is a behaviour, which requires a more narrative assessment Use the information provided to conduct your assessment of the employee's performance against both criteria. Feel free to create further information if required Scenario 1: Developing a performance plan with Chris Chris is a Computer Sales Representative with your company. He is an energetic employee who believes he makes a valuable contribution to the organization. Over the last year he was expected to sell $500,000 in computer equipment to existing clients in British Columbia. He was also expected to generate at least two new clients in British Columbia with sales worth $50,000. At the end of the year, he has sold $535,000 in computer equipment to existing customers but has not generated any revenues from new clients As a Sales Representative, it is expected he has strong interpersonal skills for dealing with customers and internal employees. Feedback from Chris's customers continues to be very positive about his ability to service them in a timely and professional manner Internal employees are reluctant to work with Chris due to his directive and dominating style. Chris has had two assistants resign in the last year and both have described his directive and dominating style as being challenging to work with. The feedback from the assistants has been shared with Chris in previous discussions Chris submitted a self-appraisal which showed sales for the year that are consistent with the numbers above, as well as a strong belief in his superior interpersonal/sales skills Chris's self- assessment of his behaviour is consistent with his perception he has shared in ongoing discussions throughout the year Purpose of the meeting: To help Chris identify the performance criteria you believe should be included in his development plan with Sand Scenario 2: Conducting a performance improvement meeting with Sandy Sandy is a Financial Assistant who joined your organization 8 weeks ago. She is a union member and must complete a 3-month probation She was not your first choice of candidate for the job but the person you initially offered it to turned it down and you had an immediate need to fill the position. Since Sandy has started, she has needed a lot of guidance and coaching from you, which is not unusual given that she is new However, you noticed that her financial skills are well below where they should be for someone in this role. Even though you tested them during the selection process you have been disappointed at her lack of understanding and high error rate You recently asked her to check some year end figures for a team that historically submit poorly calculated figures. You expected there would be mistakes in the spreadsheet and you told Sandy that. However, she only found 4 mistakes. When you checked it you found that there were 12 errors some of which could have had serious consequences. You would expect someone with her qualifications to spot at least 8 errors When you asked her to tell the manager about the errors, she seemed very uncomfortable and offered to fix them herself. You have noticed that Sandy is very keen to please. She always takes work on willingly, even when she has no idea how to do it She seems worried about saying 'no' and is would prefer to avoid conflict situations In line with the Collective Agreement you held formal meetings to discuss her performance at the end of month 1 and month 2. It is now approaching the end of month 3 and you need to meet with Sandy to tell her you are extending her probation by further 2 months You already notified the union and they have requested a written menort of this matin