Effective Performance Reviews

Effec­tive Per­for­mance Reviews

Per­for­mance reviews are an essen­tial com­po­nent of employee devel­op­ment. Some­one once said, “If you always do what you’ve always done, you’ll always get what you’ve always got.” And, remem­ber what the Ger­man philoso­pher Goethe said: “Treat peo­ple as if they were what they ought to be and you help them become what they are capa­ble of being.” Set­ting goals and objec­tives to aim for will give super­vi­sors and employ­ees a uni­fied focus and tar­gets to aim for. Super­vi­sors must also learn how to give feed­back, both pos­i­tive and neg­a­tive, on a reg­u­lar and timely basis so that employ­ees can grow and develop. Per­for­mance appraisals involve all these activities.

How You Will Benefit:

  • Rec­og­nize the impor­tance of hav­ing a per­for­mance appraisal process for employees.
  • Under­stand how to work with employ­ees to set per­for­mance stan­dards and goals.
  • Develop skills in observ­ing and giv­ing feed­back, lis­ten­ing and ask­ing ques­tions, for improved performance.
  • Iden­tify an effec­tive inter­view process and have the oppor­tu­nity to prac­tice the process in a sup­port­ive atmosphere.
  • Develop strate­gies for man­ag­ing employee performance.

What You Will Cover:

  • The impor­tance of per­for­mance appraisals
  • How to avoid stereotyping
  • Devel­op­ing stan­dards and goals
  • Doc­u­ment­ing performance
  • Per­for­mance feed­back and coaching
  • Devel­op­ing an inter­view format
  • The appraisal as a two-​way process
  • Man­ag­ing employee performance
  • How to fire someone
  • Accept­ing criticism

Intro­duc­tion and Course Overview

You will spend the first part of the day get­ting to know par­tic­i­pants and dis­cussing what will take place dur­ing the work­shop. Stu­dents will also have an oppor­tu­nity to iden­tify their per­sonal learn­ing objectives.

Basics of Per­for­mance Appraisals
This ses­sion will begin with a lec­ture on the his­tory per­for­mance appraisals. Then, par­tic­i­pants will move into small groups to dis­cuss of the value of appraisals.

Employ­ees’ Con­cerns about PAs
We will explore some con­cerns about appraisals and pos­si­ble responses in a lecture.

What Makes PAs a Defen­si­ble Process?
This ses­sion will dis­cuss some things that par­tic­i­pants can do to ensure that their per­for­mance appraisal process is defensible.

There are four ways that a per­son can stereo­type with­out nec­es­sar­ily being aware of it. Par­tic­i­pants will also explore their own stereo­types in an indi­vid­ual exercise.

The Per­for­mance Man­age­ment Process
To begin, par­tic­i­pants will look at the four-​stage per­for­mance man­age­ment process through a lec­ture. Then, par­tic­i­pants will work in small groups to review some sam­ple appraisal forms.

Dur­ing this ses­sion, we will learn about the SMART acronym for goals and re-​write some goals to meet these criteria.

Goal Set­ting
We will con­tinue our work with goal set­ting by look­ing at some other con­sid­er­a­tions and com­plet­ing a short indi­vid­ual exercise.

The Per­for­mance Man­age­ment Cycle
This ses­sion will explore the first two stages of the per­for­mance man­age­ment cycle: the basis for review and the per­for­mance stan­dard. BARs and KRAs will also be dis­cussed briefly.

Set­ting Stan­dards
We will demon­strate the impor­tance of stan­dards through a short exer­cise, and then we will dis­cuss the exer­cise and some gen­eral points.

Per­for­mance Devel­op­ment Plan
The fourth ele­ment in the per­for­mance man­age­ment cycle is a per­for­mance devel­op­ment plan. We will briefly dis­cuss the com­po­nents of this type of plan dur­ing this session.

Feed­back and Com­mu­ni­ca­tion
The need for basic com­mu­ni­ca­tion skills and proper feed­back will be demon­strated through an indi­vid­ual exer­cise. Then, we will dis­cuss some com­mu­ni­ca­tion tips.

Lis­ten­ing and Ask­ing Ques­tions
We will explore these two key com­mu­ni­ca­tion skills through a com­bi­na­tion of lec­tures, indi­vid­ual exer­cises, and small group work.

Feed­back is another crit­i­cal ele­ment of the per­for­mance man­age­ment process. After a brief dis­cus­sion on feed­back, par­tic­i­pants will work through sev­eral case stud­ies to fur­ther explore feed­back principles.

Char­ac­ter­is­tics of Effec­tive Feed­back
There are six char­ac­ter­is­tics of effec­tive feed­back. Dur­ing this ses­sion, we will exam­ine each char­ac­ter­is­tic through a lec­ture and case studies.

Accept­ing Crit­i­cism
Accept­ing crit­i­cism from oth­ers can be very dif­fi­cult. We will offer par­tic­i­pants some ways to make accept­ing crit­i­cism a lit­tle easier.

Plan­ning the Inter­view
This ses­sion will look closely at some things you should do before deliv­er­ing the per­for­mance appraisal.

The Inter­view
Dur­ing this ses­sion, we will exam­ine a basic inter­view for­mat. We will then prac­tice the for­mat through a role play.

Day Three Overview
The morn­ing of Day Three will be spent role-​playing each stage of the per­for­mance appraisal process. Each role play will be fol­lowed by dis­cus­sion and feed­back from the trainer and from other participants.

Main­tain­ing Per­for­mance
Once an employee has achieved a par­tic­u­lar level of per­for­mance, we usu­ally want them to main­tain that level. This ses­sion will explore some ways of doing that.

Behav­ior Con­tracts
This ses­sion will exam­ine behav­ior con­tracts, a tool that can be used to help an employee achieve a goal or a level of per­for­mance. We will also look at rewards that can be used.

Han­dling Per­for­mance Prob­lems
Dur­ing this ses­sion, we will dis­cuss what to do if an employee is not achiev­ing a par­tic­u­lar level of performance.

The Worst Case Sce­nario
The worst case sce­nario for many employ­ers is hav­ing to fire an employee. We will look at how to han­dle this sit­u­a­tion in a lec­ture. Then, par­tic­i­pants will prac­tice their skills in a role-​play.

Pre-​Assignment Review
To sum up the past three days, par­tic­i­pants will look at their pre-​assignment, iden­tify areas of improve­ment, and develop an action plan.

Per­for­mance Man­age­ment Check­lists
To con­clude the work­shop, we will review some check­lists that you can use dur­ing the per­for­mance man­age­ment process.

Work­shop Wrap-​Up
At the end of the day, stu­dents will have an oppor­tu­nity to ask ques­tions and talk with the trainer.

Short Descrip­tion

Per­for­mance reviews are an essen­tial com­po­nent of employee devel­op­ment. Some­one once said, “If you always do what you’ve always done, you’ll always get what you’ve always got.” And, remem­ber what the Ger­man philoso­pher Goethe said: “Treat peo­ple as if the

Course Info

Three Days — 24 hr :

Class Times

sun­day mon­day tues­day wednes­day thurs­day fri­day sat­ur­day

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