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DSM News & Insights

Performance Management

performanace management

Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization.  More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals.   The principle goal of performance management is to improve employee effectiveness, it is a continuous process, and it should also incorporate an authentic appreciation of employee well-being and growth.  We view key areas that impact on performance, and work to help organisations address these key areas:

Building Effective Teams

“Coming together is a beginning. Keeping together is progress. Working together is success.”

-Henry Ford

Effective team work is key to the successful operation of your organisation, building strong teams is the basis of high performance.

As Andrew Carnegie states

"Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results."  

Employee Well Being

Researchers  have long established the  linked  between  the success of an organisation  and having a workforce  that is healthy and productive.  A productive, healthy and motivated workforce should never be underestimated.  Development of an organisational culture that recognises the value of employee well -being, rather than focussing solely on the “ bottomline”, indicates a recognition of this vital link.   Furthermore such a shift in organisational culture, should look at moving away from focussing on stress and the containment of stress to well-being in general,  lends itself to a more proactive approach.

The promotion of wellbeing in the workplace enables organisation to recruit and retain talent,  demonstrating that they see employee well- being as a key business investment rather than a costly  staff rewards.

The well-being of staff in an organisations should be a business priority in order to more effectively ensure that the workforce are happy and healthy, which in turn tends to reap the rewards of a more committed and productive workforce.

Building Resilience

Personal resilience is the capacity to maintain wellbeing and work performance under pressure, including being able to bounce-back from setbacks effectively. Our natural resilience is a combination of personal characteristics and learned skills - but most importantly the quality can always be developed whatever an individual's starting point; and in times of change and growth it's becoming increasingly important for individual and business performance.

Emotional Intelligence

Emotional intelligence is a necessary requirement for today’s leaders, managers and anyone who wants to understand more about how emotions impact on people; how we choose the impact of our behaviour .  Daniel Goleman, a renowned psychologist, identifies the core competencies of emotional intelligence as self-awareness, self-regulation, self-motivation, empathy and social skills.  Understanding your own emotions and how this impacts others, managing them and creating behaviours that encourage others to follow your lead is vital for your success as a manager and a leader. 

Stress Management

Stress is a state of mental or emotional strain or tension resulting from adverse or demanding circumstances , or reaction to change. Stress inducing triggers, situations are an inevitable part of our lives. As a potential factor influencing work performance, individuals and organisations are more focussed on the need  for effective stress management.

How we can help

  • We can design and deliver training/workshops to equip managers and leaders to effectively manage performance within their teams/departments. Our business development programmes focus on improving operations through service improvement, and the systematic review.
  • Bitesize training clinics
  • Therapeutic support – from a range of approaches
  • Coaching for managers and leaders specifically targeting performance management challenges.  Specifically looking at their role in helping the business achieve its goals with the dual demand of empowering staff to perform at the highest levels.
  • Use of psychometric tools to profile behaviours, and analyse strengths, and areas for development within teams, departments and the organisation as a whole.  Easy to read reports that enable a good view of skills,  traits, preferences and behaviours of individuals that can be the building blocks for interventions.
  • Implementation and management of 360 degree assessment and feedback process. This can be as a one off, or embedded in the whole performance management strategy.

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