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.
Why Should You Attend
By attending, you will understand how to even more effectively:
» 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?
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!
Objectives of the
Presentation
» 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
Areas Covered in the
Session
» State of the Art
Practices in Performance Reviews
1. Why annual
reviews are not adequate
2. Staff
involvement and ownership through self-appraisal and dialogue
» Traps to Avoid in
the Performance Appraisal Process
» Developing
Performance Measures
1. Using
behavioral terms
2. Defining levels
of performance
1. Why annual
reviews are not adequate
» Collecting
Information About Performance
1. Establishing a
record-keeping system
2. Making
observations
3. Encouraging
staff to monitor themselves
» Communicating the
Appraisal
1. Setting the
tone for a two-way discussion
2. Evaluating and
maximizing strengths
3. Communicating
about problem areas without creating defensiveness
4. Setting mutual
goals for maintaining and improving performance
5. Using the
review as an opportunity for career planning
6. Handling
resistance
7. What to do if
you reach a stalemate
» Following up on the
review
1. 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
To Register (or) for
more details please click on this below link:
https://bit.ly/3zajbx1
Email:
support@abideedict.com
Toll Free
No:1-844-511-8858
Tel: +1-913-871-1466