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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.
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
