Performance Reviews: A Step-By-Step Process for Conducting them Meaningfully and Effectively
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.

Performance Reviews: A Step-By-Step Process for Conducting them Meaningfully and Effectively

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
['Abide Edict']
['Effective Performance', 'Performance Reviews', 'Employee Performance', 'Motivational']