We often read or hear that 'people are the competitive advantage.' There is a lot of truth to that, especially in today's environment. However, some of us often scratch our heads when we look around and see the limited amount of feedback that people receive about their performance, but are expected to meet expectations! If you are a manager, a small business owner, a human resource professional or just looking for ways to change your culture from one of control to partnering, this seminar will provide you with the roadmap to enhance your bottom line and simultaneously increase the level of employee satisfaction. In fact, afterwards you can decide if you want to commit to the whole process or just a part of it.
- Differences between performance evaluations and performance management
- Organization audit assessment
- Accountability ideas
- Form concepts for different levels
- Thoughts for progressive implementation of a system
- Steps for implementation
- Constructive feedback with candor and sensitivity
- Tips for an effective performance meeting
- A checklist for termination
- Avoiding the legal pitfalls
- The attendee will be able to gain tools and knowledge to move from once or twice a year event to a year-round process.
- The attendee will be able to learn skill development ideas for successful coaching and performance meetings.
- The attendee will be able to learn how to minimize the fear and trepidation associated with performance evaluations.
9:00 a.m. - 9:15 a.m.
I. Objectives Of Performance
A. Effective Performance
B. Increased Retention
9:15 a.m. - 9:45 a.m.
II. Definitions And Culture
A. Performance Evaluation: Established Time
B. Performance Management: Year-Round Activity
9:45 a.m. - 10:30 a.m.
III. Approaches To Performance
Evaluations And Effectiveness
C. One-on-One Or Team Reviews
E. Goal Setting
F. 360-Degree Feedback
G. Career Planning
10:30 a.m. - 10:45 a.m.
10:45 a.m. - 12:15 p.m.
IV. A Performance Management
A. A Process
B. Accountability And Performance Cycle
C. Job Description/Function/Results
D. Communicating Performance Expectations
3. Working Relationship
4. Identifying Barriers To Performance And Removing Them
E. Goals: Organization And Individual
1. Goal Components
12:15 p.m. - 1:15 pm.
Lunch (On Your Own)
1:15 p.m. - 3:00 pm.
IV. A Performance Management
F. Creating And Implementing An Effective Performance Evaluation System
3. Organizational Objectives
7. Training For All
G. Skill Development:
1. Constructive Feedback
a. From Judgmental To Objective
b. Feedback Models
c. How Often?
d. Bottom Line Effectiveness
e. Individual's Dignity
2. Performance Meeting Preparation
3. Receiving Feedback
3:00 p.m. - 3:15 p.m.
3:15 p.m. - 4:00 p.m.
V. What To Do To Avoid Liability
For Corrective Action And
B. Employee Handbooks
D. Supervisory Training
E. Personnel Files
4:00 p.m. - 4:30 p.m.
VI. What Does This All Mean?
A. Commitment To Change
B. Better Records
C. Partnerships vs. Control
G. Higher Employee Satisfaction
H. Time For Productivity, Not Discipline
I. Respect And Objectivity vs. Judgment