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Transforming Performance Management to Motivate and Develop a More Productive Workforce

by Robin Jacobs

Languages: English

Price (from): €1,200 / day

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About the trainer:

Robin is a ‘go to’ expert on all aspects of designing and implementing full cycle, strategic, talent management system, change management processes and leadership development.

As a qualified and experienced psychologist, he understands the critical nature that talent processes, change management and leadership can play in either underpinning or undermining business success and growth.

His psychological knowledge and insight about people and building relationships combined with his understanding of the commercial imperatives of managing large, growing businesses enables him to partner with senior people in the design and management of talent development strategies that can support and  drive business success


  • Talent Management Design –  Leading projects from start to finish including all aspects of the talent cycle.
  • Leadership Development – Designing and delivering pan European and global programmes for senior, C suite teams
  • The strategy led, culture change – Supporting clients in clarifying business strategy and identifying and managing  the cultural change necessary to successfully implement a strategy
  • Succession Planning – Designing, implementing and managing corporate-wide programmes aimed at increasing engagement and reducing recruitment costs.
  • Executive Coaching – As a  qualified executive coach delivering literally hundreds of programmes to a wide range of senior people. Also, designing and implementing internal, coaching skills programmes



  • PhD – Applied Psychology – Cranfield University
  • MSc – Human Resources Management
  • BSc – Development Economics
  • Associate Fellow- British Psychological Society

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Transforming Performance Management to Motivate and Develop a More Productive Workforce by Robin Jacobs

About the training

#performance management

Businesses increasingly have to adapt themselves to exponential levels of change in the world today. One key area that they particularly need to focus on now in this process is performance management. Performance is believed to be at least 90% of management but companies have struggled to develop effective systems that really do make a difference in terms of improving individual performance. For example, the traditional, annual performance appraisal has for some time been seen as not fit for purpose in today’s fast moving, more dynamic world that we live in. Led by some the world’s largest and most successful businesses – Microsoft, Google, Netflix for example – there has been nothing short of a ‘revolution’ in approach and mindset to this whole issue. They have dropped the ‘empty ritual’ of the annual appraisal along with the over complicated systems it often involves like ratings and attempts to measure performance in very detailed ways. They’ve replaced it with simpler, more informal processes that focus on agility and shorter-term targets supported by regular ‘check in’ style meetings. These ‘conversations’ are seen and used as much more straightforward coaching and mentoring opportunities to develop their people and improve performance. Another good example of this approach is Accenture’s ‘continuous feedback culture.’ Why have these businesses decided to ‘revolutionise’ the way they manage performance? Simply because it works! It has proven enormously successful in increasing levels of engagement (a critical measure in today’s ‘war for talent’) and created a much more productive workforce. This course will provide you with all the practical tools, techneques and ideas that you need to design and implement this type of step change improvement in your performance management process. It will also help you to develop the essential skills required to manage performance conversations more effectively.

Learning outcomes

Performance management systems

Improve your understanding the strategic changes that the world’s most successful, global businesses have pioneered in designing their new, performance management systems

Performance conversations

Identifying what works well in performance conversations and what doesn’t

The core 4 skills

Developing the four, critical, core skills required to manage a performance conversation successfully: giving and receiving feedback, having good questions, listening and coaching skills

Performance Management Action Plan

Creating your own Performance Management Action Plan


  • How the annual appraisal has been transformed to improve performance and increase engagement

  • The importance of Goal Setting in improving performance

  • Goal Setting - How can you do it more effectively?

  • What works in performance conversations and what doesn’t?

  • Understanding the four, key skills required for an effective performance conversation?

  • Performance conversation role - plays to improve your practical skills

  • 9 ‘top tips’ on how to improve the whole PM process

  • Constructing and presenting back your Performance Management Action Plan

  • And Finally! What does the future hold as far as managing performance is concerned?

Main benefits

  • #Wide collection of the biggest experts
  • #Filters for all kinds of needs
  • #User friendly platform
  • #Fast and cheap
  • #Highest level of proficiency