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Take me to Upskill People Asia
A new kind of management practice
Why businesses need people
How to get the best learning blend
Measuring the impact of upskilling managers
Roadchef on people
Roadchef on managers
Managing People - measured results
Managing People - working as a blend
A learner-centred design that works
How the soap opera approach really works
A series of 7 highly interactive online managing people skills courses, with before and after competence assessments.
Upskilling aspiring or new managers, and reskilling experienced ones. Transferable skills applicable to any sector, any culture.
Managers are upskilled more rapidly at a lower cost. There is a true demonstration of outcomes and return on investment.
Individuals access the assessments and courses on any device at any time, progress and achievements are tracked.
Use it stand-alone, or blend with what you have such as coaching/group sessions, personalised for each manager.
At around 60 minutes a course, they can be completed in bite-sized chunks. More flexible than classroom and 60% more efficient.
Anywhere people manage people, proven since 2018, it’s been delivered to a range of organisations in Europe and Asia
For all online elements £307.50 per person.
(or equivalent selected local currencies, volume discounts apply)
It starts with a Quick Skills Check to show your managers’ skills now. Then a mix of online learning and remote coaching. Next, Mastery Checks show what behaviour change has started to happen. It’s all brought together with a final ‘Where next?’ coaching session, to review and launch their further development. The final evaluation comes from assessing the impact of the coaching, combined with feedback from the courses.
We’ve created a contemporary approach to developing great people management skills and measuring it. Managing People is based around a series of interactive online courses which harness the power of dramatic scenarios. Designed for managers in any sector, it prepares new managers for their role and updates the skills of even the most experienced.
Whether you’re new to the role or already have experience, as a manager you need to be both confident and effective. This requires preparing for the challenges ahead. This episode helps you understand how successfully communicating with your team builds positive relationships. By interacting with your team, you will quickly identify key challenges and areas for improvement. Using this knowledge, you can create a plan to achieve positive change.
Charlotte’s first task is to assess the existing team and their performance (something worth doing regularly) – to build a picture of why the outlet’s performance declined under the previous manager. She starts with 1-2-1 conversations with each member of the team. It’s evident she’s got her hands full. Some employees are falling behind the required standards and she has inherited some unresolved issues. The road ahead seems daunting, but by adopting the right attitude and approach, she can achieve great things.Have a go
Learn to recognise when someone might be struggling with a personal or work-related issue that is affecting their wellbeing. Learn what to look out for and how to approach team members who may be experiencing a mental health issue. This episode gives you confidence to make changes that remove the stigma of mental health issues in the workplace. You’ll discover how you can create a culture of communication and empathy to help your team perform at its best.
Charlotte is concerned for the wellbeing of a couple of her team. Rosie has been turning up late for work, seems unhappy, and is often scruffy. Anna has been making a lot of mistakes recently and has left jobs half-finished. She’s also being snappy with colleagues. Charlotte must find the right way to engage with team members, handling difficult conversations with sensitivity and empathy. She must also tackle the behaviour that’s having a bad effect on the team.Have a go
Recruiting the right people is essential to help build and manage a successful team. In this episode, you’ll learn how to identify skills gaps in your team and consider the different ways to fill them. You’ll understand the importance of assessing and monitoring performance and how to develop team members for promotion. You’ll also discover the knowledge and skills required to effectively prepare for, and conduct, external interviews.
After going through the process of assessing her team, Charlotte begins the recruitment process for vacant roles. A new team member is required. Charlotte interviews external candidates who have been selected based on key criteria. She narrows it down to two candidates. But which should she choose?
Charlotte also needs to fill a Team Leader role. Tony, her boss, is insistent that someone with leadership experience should be recruited. However, this is a role that Oscar has unsuccessfully applied for in the past. If he’s overlooked again, he might start asking some serious questions.
It’s important new recruits get the best possible start, if you want to make sure they stay and thrive. Learn to motivate people in their roles and give them confidence to learn new skills. This episode helps you manage a successful induction process that results in high staff morale and retention. You’ll also learn how to handle performance issues during probation, and when to step in with further training if a member of your team has not gained the skills they need through induction.
Charlotte’s taken on responsibility for inducting the new team member and she’s received an unexpected piece of information that’s given her cause for concern. It seems they’ve been quietly helping themselves to some stock. Charlotte needs to deal with this fast. Meanwhile, Charlotte also needs to address team member Gemma’s repeated absence and poor performance. It’s revealed that Gemma lacks confidence in her role because she was never given a proper induction. What should Charlotte do?Have a go
You get the best results from your people when you’re seen as a positive leader who is easy to talk to. This episode looks at how regular, consistent assessments of the morale, skills and behaviour of staff is vital to improving business results. Learn to successfully communicate your leadership to keep your people, and their performances, on track. Find out how to effectively manage performance issues and confidently handle difficult conversations.
Charlotte needs to make sure she’s getting the best performance from her team. Chef Tom is being rude to other members of the team and Charlotte needs to address this before it gets out of hand. His performance is also not up to the required standard. She plans to discuss and agree a Performance Improvement Plan with him. Tom is difficult to communicate with, and has complained to other team members that he feels picked on – so this is not going to be easy.
Meanwhile, Charlotte has observed Oscar, who is being developed for a Team Leader role, having a crisis of confidence. She needs to intervene before this starts to impact on his wellbeing and performance. She makes time for a coaching conversation that helps Oscar to look at things with a
As their manager, your team looks to you for recognition of the job they’re doing. Conducting effective appraisals is crucial to increasing and maintaining high levels of motivation, performance and efficiency. In this episode, you’ll gain the knowledge and confidence to prepare for and deliver appraisals. Your team should feel engaged and valued as their skills, understanding and performances are acknowledged. You’ll also learn how to address areas of improvement through objective setting and deal successfully with disagreement in an appraisal meeting.
Rise and Dine Deli’s annual appraisals have not been efficiently carried out over the past few years, so Charlotte is determined to make sure that all employees have a proper review. She’s had appraisal meetings with some of the team already and is feeling upbeat about her conversation with chef Tom. However, things don’t go to plan and she’s faced with a very difficult situation.
Charlotte finds herself having to think quickly in the face of an unexpected outburst from another member of the team. This forces her to assess her own performance and reflect on how she could have handled some things differently.
Leading a team is an ongoing process and taking a step back to look at the bigger picture can be a challenge when in a busy role. However, forward planning is vital if you are to maintain a high performing team. In this final episode of the series, you’ll learn the importance of regularly evaluating the performance of your people. You must continuously monitor performance to identify areas for improvement and opportunities to develop team members. You’ll discover the need to keep people motivated and engaged (including yourself!), even when there is no immediate opportunity for career progression.
Charlotte is due her three-month probation period review – an opportunity to reflect on her team now: what she has achieved, what the team has achieved themselves and the effect this has had on the business. One member of staff will be going on maternity leave soon, so temporary cover needs to be organised. In conversation, Charlotte learns that another valued member of the team has been offered a job with a rival company. This forces her to look at how she can retain all of her top performers – even when there may be no immediate opportunities for development. If there’s one thing Charlotte has learned in her role as Manager, it’s that there will always be challenges and new problems to solve.Have a go
The courses are set in the engaging and fictional world of the Rise and Dine company. Learners are immersed in a realistic and challenging interactive drama. They make decisions for Charlotte, a manager tasked with turning around an underperforming team of characters everyone will recognise!
Feedback along the way means they are always learning. The focus is on people not process, making sure managers get the skills to inspire and motivate their teams. They’ll get the confidence to turn those skills into behaviour change that sticks.
Managing People works on its own or as part of a complete blended solution with your existing programme, and optional remote coaching. There is a complementary series of pre and post-assessments, all linked to the competencies and behaviours we’ve mapped to the courses. They provide a consistent, quick way to measure the impact of your whole development programme and the return you are getting. All helping you know where to focus your investment and resources.Learn more