How to Conduct Effective Performance Reviews
How to Conduct Effective Performance Reviews
Performance reviews are an essential component of employee development. The performance review meeting is an important aspect of career planning, and the outcomes of the meeting should be known to the employee and supervisor before the meeting actually takes place. Remember what the German philosopher Goethe said: “Treat people as if they were what they ought to be and you help them become what they are capable of being.” Setting goals and objectives to aim for will give both supervisors and employees a focus, and is one of the key aspects to meeting overall company objectives. Supervisors must also learn how to give feedback, both positive and negative, on a regular and timely basis so that employees can grow and develop. Performance appraisals involve all these activities. This will help you know how to:
- To recognize the importance of having a performance review process for employees.
- How to work with employees to set performance standards and goals.
- Skills in observing, giving feedback, listening, and asking questions.
- An effective interview process and the opportunity to practice the process in a supportive atmosphere.
- How to make the performance review legally defensible.
Course Content
Lessons
Session One: Course Overview.
Session Two: Performance Appraisals Done Well
Session Three: Errors We Make
Session Four: Types of Performance Reviews
Session Five: The Performance Management Process
Session Six: Goals with SPIRIT
Session Seven: The Performance Management Cycle
Session Eight: Setting Standards
Session Nine: Creating a Performance Development Plan
Session Ten: Feedback and Communication
Session Eleven: Listening Skills
Session Twelve: Communication Strategies
Session Thirteen: Giving Feedback
Session Fourteen: Accepting Criticism
Session Fifteen: Planning the Interview
Session Sixteen: The Interview
Session Seventeen: Goal Setting Role Play
Session Eighteen: Providing Feedback
Session Nineteen: Coaching.
Session Twenty: Appraisal Preparation
Session Twenty-One: The Interview
Session Twenty-Two: Maintaining Performance
Session Twenty-Three: Handling Performance Problems
Session Twenty-Four: The Part Where Someone Gets Fired
Session Twenty-Five: Pre-Assignment Review
Session Twenty-Six: Performance Management Checklists
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