Performance Reviews: A Step-By-Step Process For Conducting Them Meaningfully and Effectively

Details
Date: 
Thursday, March 28, 2019 - 11:00am to 12:30pm
Cost: 
$179.00
Organization Name: 
Ijona Skills
Description

One of the most critical areas of employee relationships-and one of the biggest challenges management faces today-is conducting effective performance appraisals and determining appropriate merit increases. Learn to give performance appraisals that help motivate employees to achieve goals and increase their value to the organization. 

Since both managers and employees often view performance appraisals with anxiety, attention is given to preparing for and conducting performance discussions that are objective, complete and defensible. You'll also share experiences and participate in various exercises with other participants to better understand how to obtain the best possible performance from employees.

Why should you attend?

By attending, you will understand how to even more effectively:

  • How to conduct motivational and directional performance appraisal reviews

  • Planning the review

  • Managing the review process

  • Subtle ways to keep sensitive employees from having their feelings hurt

  • How to suggest improvement to an employee?s performance in a way that boosts an employee's spirits 

  • Why employees sometimes fear reviews

  • Ways to increase standards of performance

  • Would you like to conduct more effective performance reviews?

  • Would you like to know how to give people "bad news" in a way which will not hurt but in fact improve your working relationships?

  • Would you like to be able to suggest improvement in a way which encourages rather than discourages?

 

Areas Covered in the Session:

 

  • State of the Art Practices in Performance Reviews 

    • Why annual reviews are not adequate 

    • Staff involvement and ownership through self-appraisal and dialogue

  • Traps to Avoid in the Performance Appraisal Process 

  • Developing Performance Measures 

    • Using behavioral terms 

    • Defining levels of performance 

  • Collecting Information About Performance 

    • Establishing a record-keeping system 

    • Making observations 

    • Encouraging staff to monitor themselves

  • Communicating the Appraisal

    • Setting the tone for a two-way discussion 

    • Evaluating and maximizing strengths 

    • Communicating about problem areas without creating defensiveness 

    • Setting mutual goals for maintaining and improving performance 

    • Using the review as an opportunity for career planning 

    • Handling resistance 

    • What to do if you reach a stalemate 

  • Following Up on the Review 

    • Monitoring performance 

  • Making informal appraisal an ongoing occurrence

 

Who can Benefit:

 

  • Executives

  • Senior managers

  • Managers at all levels 

Contact / Reservations

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