Effective appraisal meetings are one of the greatest opportunities for a manager to improve an employee's performance and working relationships.
The performance appraisal gives employees an opportunity to receive feedback about how they are performing on the job and to learn where they stand in relation to others.
For managers and supervisors, this is an opportunity to discuss past performance, ways to improve, goals for the future and career paths that are realistic and timely.
This program will ensure that managers can effectively conduct fair, legal and productive appraisal meetings that motivate employees. Managers will learn how to apply a performance management model and seek a performance agreement with an employee. (The model can be transferred to any organization's appraisal form or any review frequency.)
| · | Learn the true purpose and value of the appraisal, regardless of how your company approaches it. |
| · | Develop an appraisal meeting plan, which includes anticipating and preparing for employee reactions--both good and bad. |
| · | Conduct an appraisal meeting that involves and motivates the employee. |
| · | Reinforce performance that is desired and correct performance that is ineffective. |
| · | Deliver realistic, fair and legal feedback, and gain buy-in to change from the employee. |
| · | Employees only receive feedback during their performance appraisal. |
| · | Employees complain about "surprises" during appraisals and often become defensive. |
| · | Reviews and appraisal meetings are-one way directives, which are data filled. |
| · | Performance review meetings are discouraging. |
| · | One-half-day program |
| · | Two trainer(s) |
| · | Maximum class size: 20 |
Adjust quantities to suit your program
| · | One Facilitator Guide with timed agenda |
| · | Media Disk - Power Point of training sides, review copy of workbook and handouts |
