SEMINAR ALERT: Upcoming seminars have transitioned to a live online seminar format. Existing registrations will be transferred. Check your email, use Live Chat or call 800.556.3012. For more info click here.

Bring this training to your location.

See our other Onsite Topics

View additional training

There are currently no public events scheduled for this topic.

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

*Price may vary by location and date.