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

Chris DeVany

Chris Devany is a founder and president of Pinnacle Performance Improvement Worldwide, a firm that focuses on management and organization development. Pinnacle's clients include such organizations as Visa International, the Society for Human Resource Management (SHRM), U.S. Department of Housing and Urban Development, Sprint, American Counseling Association, Aviva Insurance, Microsoft, U.S. Patent and Trademark Office, Big Brothers and Big Sisters, Hospital Corporation of America, Schlumberger, Morgan Stanley, Boston Scientific, US HealthCare and over 500 other organizations in 22 countries. H........

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?

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

Webinar Id: ISCD0016

Training Options

Duration: 90 mins

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Recorded: [Six months unlimited access] $167 (Single Attendee) $599 (Unlimited Attendee)

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