Performance Reviews: A Step-By-Step Process for Conducting them Meaningfully and Effectively

PUBLISHED 2 months ago BY trainhr ON Human Resources 412 Views
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Overview: 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:

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? wasting?

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

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

If you answered "yes" to any of these questions, then come laugh, listen and learn as Chris DeVany leads us all through those important topics, key questions and answers we all need to be able to address effectively to improve our team members' and team's performance, no matter how widely distributed everyone is!

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 Will Benefit:

CEO
Senior Vice President
Vice President
Executive Director
Managing Director
Regional Vice President
Area Supervisor
Manager

Instructor:
Chris DeVany is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development. Pinnacle’s clients include global organizations such as Visa International, Cadence Design Systems, Coca Cola, Sprint, Microsoft, Aviva Insurance, Schlumberger and over 500 other organizations in 22 countries.



Event link : http://www.trainhr.com/control/w_product/~product_id=701868LIVE/?channel=researcherbook_december_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR
Phone: +1-800-385-1627
Email: [email protected]