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Training managers in fair performance management

Managing performance is one of the most critical roles of a line manager

With the increasing pressures and constant change present in every workplace, managing people’s output and behaviours is more important than ever.  Many managers find managing poor performance is challenging.  They understand the process and principles, but are apprehensive about talking directly about issues which may well become a source of disagreement.  And they’re right to be anxious, as performance management is second only to behaviour and conduct for causing employment disputes (CIPD).

To prevent disagreements about performance from arising or escalating you need managers who are confident and effective when managing performance.  That way, no-one need worry about raising difficult issues in an appraisal or PDR.

Our expertise is in getting the talking right and we can work with managers to build their skills in managing poor performance better. And we tailor our approach to your organisation’s strategy, culture and values, so that everyone knows what is expected and is united behind your vision and organisational ambitions.

I have no hesitation in recommending CMP, they offer excellent value for money and provide a service that is second to none! CMP provides a complete and professional service. From initial enquiry through administration and delivery, CMP covers all the bases. They are knowledgeable, professional and approachable and found flexible solutions to our training requirements. The feedback for the training has been outstanding. In addition to a collection of superlatives such as “fantastic” “inspiring” and “excellent” staff have stated that they came away with practical advice they can apply in real situations and, more to the point, have said it works!

Bespoke Conflict Management Training Buyer, Staff Development AdvisorUniversity of Gloucestershire

The trainer was really dynamic and engaging, the conflict management training was relevant, interesting with practical examples.

Conflict Management Training Delegate, Senior Probation OfficerStaffordshire & West Midlands Community Rehabilitation Company

Staff thought the study days were excellent. They were all very enthusiastic. When cases of bullying have come up they’ve been prompt to act. Managers are acting more speedily than they otherwise would have. They are acting quickly and appropriately, so we have rarely had to use the formal procedure, they have been resolved at low level.

Conflict Management and Dignity at Work Training Commissioner and Delegate, Head of HRBarts NHS Trust

Our front-line housing staff regularly face challenging and potentially threatening situations. We engaged CMP to equip our staff with appropriate skills to meet these challenges and defuse threatening situations. Their professional approach and participative style have always been well-received and have contributed to the first-class customer service we aim to deliver.

Conflict Management Skills Training Commissioner, Head of Learning and DevelopmentLondon and Quadrant Housing

The facilitation for HR training was excellent both in terms of the content and the trainer who was professional and very knowledgeable. Some aspects of the training were specifically tailored to meet our particular needs and the learner feedback was extremely positive.

Facilitation Skills for HR Training Delegate, Training ManagerEast & North Hertfordshire NHS Trust

CMP delivered intensive bespoke conflict management training to 200 managers, to achieve a significant boost to managers’ confidence and skills in managing transition during a time of change, and contributing significantly to achieving the organisational goal of preventing and managing bullying and harassment. CMP listened to our needs and worked with us to develop a course that satisfied our requirements.

Bespoke Conflict Management Training Buyer and Delegate, Senior Divisional OfficerHampshire Fire and Rescue

A very informative and useful course that should be part of core management training.

Mediation Skills for Managers Training Delegate, ManagerBournemouth Borough Council

The practitioner clearly had both a great depth of knowledge and augmented this with a wealth of experience. This resulted in a very rich syllabus and maximised my learning. I found their delivery style confident and respectful of the students.  The draft report the practitioner provided is a usable template that I think will enable me to conduct an investigation and most importantly produce a legally robust document. This is why I would put this course in my top three for quality of education.

Investigation Skills Training Delegate, Senior ManagerEast Kent Hospitals Trust

The conflict management course was thought provoking and applicable to very many situations with very useful theory and practice. The trainer was very engaging, an excellent facilitator, related well to the group, had an excellent personality and made the training interesting and a positive learning experience.

Conflict Management Skills Training Delegate, Senior ManagerMersey Care NHS Trust

Conflict management training was a totally new concept to me! The trainer was excellent, and very witty. He delivered the course at a good pace with superb knowledge.

Conflict Management Training Delegate, Deputy ManagerStaffordshire & West Midlands Community Rehabilitation Company

What you get from the training

  • The skills to talk to people directly about difficult issues such as time-keeping; attendance; personal hygiene; cynicism towards new initiatives; antagonism towards others; banter
  • Confidence in recognising when to start a performance management (capability) procedure, so you can undertake the process proactively
  • The understanding and ability to apply the organisation’s policies
  • Much more effective performance management and appraisal processes
  • 12 months’ email and telephone ongoing support
  • 12 months’ free webinars

Practical advice on how to have a constructive difficult conversation

We all know that disagreement can be healthy. Better decisions are made when proposals are challenged, and creativity stems from taking a different perspective. What is unhealthy for business is a negative response to disagreement.

This is when personality clashes, enmities and turf wars break out, consuming the energies of the individuals involved, sucking those around them into the dispute and disrupting the effective functioning of the work unit.

This paper outlines how managers can develop those skills which will enable them to have a really good, ‘difficult conversation’.

how managers can have good difficult conversations