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Overview

Learn how to…

  • Set measurable, meaningful performance expectations.
  • Avoid the time crunch and paper blizzard that often accompany performance evaluations.
  • Provide an objective, accurate assessment that clearly highlights areas for improvement.
  • Overcome the evaluation fear factor and create a dynamic, productive process.
  • Navigate the tricky relationship of raises and performance.
  • Raise the bar for employees who are already productive and turn things around for struggling staff members.
  • Follow through after the evaluation to ensure progress continuesvand agreements are kept.
  • Cover difficult evaluation topics without incurring anger.
  • Create a dialogue with the employee without losing control of the evaluation.
  • And much, much more.

Read More

If You're Thinking
  • Evaluations are a paperwork nightmare. They take too much time away from critical tasks.
  • I’ve never been trained on how to give a review. I’m afraid I’ll blow it.
  • I don’t want to hurt employees’ feelings, so I go soft, but I may not be getting through, which in the long run could hurt them more.
  • Things actually seem worse in our department after evaluations. We’d be better off without them.
  • Employees expect a raise when they’re evaluated, but our company isn’t giving them. How can I keep staff motivated without raises?
Your Staff is Probably Thinking
  • Our evaluations are always late, and they don’t really say much.
  • I feel like I’m under attack in reviews, and the appraisal is so one-sided. I want to have my views considered in the process too.
  • When it comes to reviews, you’re only as good as your last project. All the good work I did early in the review period is forgotten.
  • My manager brought up stuff I’d never heard about before. How fair is that?
  • No raise? This review doesn’t mean much, if there’s no reward to go with it.

Agenda

Set strong, actionable expectations and prepare for the evaluation in a way that leads to improved performance

  • The role an employee’s job description must play in your evaluation
  • How to identify and prepare for potential trouble spots
  • A plan for developing and scheduling the evaluation critical steps you must not overlook
  • When should pay raises be part of your evaluation process? Alternative solutions that take the heat off this sensitive subject
  • How to know if 360º feedback is right for your organization
  • Tips for avoiding legal hot water
  • Can an evaluation ever be successfully delivered online or by phone?

Give an accurate and objective employee review

  • How to effectively - and fairly - evaluate difficult personality types, bad attitudes andemotional employees
  • Tips to help you avoid the "golden child" and "bad seed" mindsets and evaluate employees on their true performance
  • The key to writing objective documentation that defines expectations, assesses performances andsuggests options for development and improvement
  • Understanding how to apply essential communication strategies that can turn a review session into a helpful dialogue
  • Meeting employee expectations, what staff members have a right to expect from their evaluations
  • The ironclad “do’s and don’ts” when you use a computerized evaluation system
  • The differences between a traditional and a developmental approach to performance evaluation - which is better for your team?

Master the dynamics of giving feedback to staff

  • Tips to overcome the evaluation fear factor and create a dynamic, productive process
  • Steps you can take to create a collaborative, cooperative environment in the evaluation
  • When to use an observer as a witness duringan evaluation
  • Three ways to neutralize the angry or emotional employee who loses control during the evaluation process
  • How to be sure you deliver objective feedback focused strictly on performance improvement
  • The criticism trap: what it is and why you must never go there
  • How to avoid common evaluation missteps even top managers make
  • Types of feedback that are guaranteed to encourage and motivate employees to higher levels of achievement
  • Strategies for using the evaluation process to turn even the "Average Joe" performer into a superstar

Enhance the value of an evaluation with follow-up and follow-through

  • A process for keeping employees informed and involved throughout the year so the performance review holds no surprises
  • Post-evaluation steps every manager must take to maximize the value of the review
  • How and why to write objective documentation following an evaluation
  • Ensuring that agreed-upon goals don’t fall through the cracks
  • How to maintain control and provide continued guidance to the employee who doesn’t agree with your evaluation
  • What to do about an angry employee who vents to others following the review
  • The best ways to recognize and reward employees for a job well done

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