Performance Reviews Training
Conducting Performance Reviews Training
Performance reviews can be nerve-wracking for some employees, making it important that businesses provide a structured and comfortable environment to ensure the best possible outcome. This training session aims to equip personnel with the necessary skills to create such an atmosphere – teaching them how to read body language and offer constructive feedback in order maximise employee satisfaction during review processes.
Organisations must strive to reach and enhance their employees through performance reviews, providing a platform for feedback that is meaningful. By connecting the company’s objectives with those of its staff, both parties have an opportunity to grow in unity and harmony – which leads everyone towards greater achievements. With the famous words of Goethe, it’s clear to see that with a strong connection between management and employees there is limitless potential. No challenge or barrier can stand in its way – together we are capable of greatness!
This course ensures your business reaches its highest potential through thoughtful performance reviews. Stay ahead of the competition with strategies tailored to you and backed by real results!
Conducting Performance Reviews Objectives
In this first part of the training we discuss with participants why organisations need performance reviews and why the process is beneficial to both employees and management.
We provide team leaders, supervisors and even individuals with some new ways of setting performance standards and goals for either their team or personally.
Providing constructive feedback is a skill in itself. We provide tools to participants to become better at feedback delivery and information gathering.
Learning more about the interview process can help with a professional and relaxed process. Using and learning the proven interview process will allow you to be able to concentrate on the review and not the process itself.
Of course there is a legal aspect to the review process. We discuss this area and help participants learn about the legalities involved.
Would you like to learn more about the responses provided to you? Are they truthful? Are you able to make a judgement on the information? Body language signals will help with more of an understanding throughout the review process.
Setting clear expectations is important in providing your team with a great start to increasing their performance. We provide some tools for individuals in this regard.
We provide a brief discussion on how you can work with poor performance within your organisation.
Giving Constructive Feedback
Dealing effectively with poor performance and sensitive issues
Pitfalls to avoid
List specific ways for the employee to improve
The appraisal meeting process
Understand and be able to apply important techniques to plan and prepare for appraisal meetings
Set targets for staff performance that help you address inferior performance and reward effectiveness.
How to use concrete examples of performance and behaviour to make ratings and provide feedback
Identifying training and development needs, and completing a Performance Optimisation Plan
Conducting the appraisal
Facilitating Through Questions
How to counsel employees to improve performance, including identifying where the boundaries are (eg how not to become involved in personal problems, and how to focus on job performance only)
How to set and communicate appropriate performance standards, and gain employees’ agreement with them
Common errors made when rating performance and providing feedback and how to avoid them
What performance reviews are meant to achieve
Acquire the critical knowledge, skills and confidence to undertake effective performance appraisal discussions with their direct reports
How to develop/improve listening skills
Apply SMART principles in developing work objectives
How to conduct performance review interviews
The need to evaluate all factors that contribute to an employee’s performance on the job
Responding With Empathy
Assessments and giving feedback
What is needed to achieve good or excellent performance — including employee skills/ability, employee engagement, Understanding/Perception of job role, support provided by organisation, management style
How to provide specific, realistic and tactful feedback to employees
Understand common assessment errors
Hold structured conversational performance appraisal meetings
How to deal with conflict, objections and defensiveness, such as disputes over performance ratings
How to describe the difference between standards and goals and explain the importance of both in improving employee performance
Improve the performance of their direct reports through the effective use of the performance management process
How to avoid common performance review errors that reduce their effectiveness for the employee, the manager and the company
Understand the performance review development cycle, processes and supporting materials
Identify skill gaps and develop targeted development plans
The need to evaluate the performance, not the person
Planning and preparing for the appraisal
Handling Difficult Appraises
Focus on outcomes over which the employee has control
Common assessment deficiencies
Reward staff who are bringing value to your business
How to give feedback to employees, both positive and negative
use review processes to evaluate performance and behavioural issues and take steps to address them. Identify training and development needs and help staff plan their career development
Document both positive and negative accomplishments, using examples
Identifying environmental barriers impacting on performance
How to conduct annual performance reviews that is more comfortable for the manager and the employee—and more effective in attaining higher levels of performance
Include specific compliments for positive outcomes
Administrative issues such as completing forms, communicating progress with employees, arranging interviews, documenting discussions and outcomes, following up on commitments
Use objective, job-related data that support ratings
In this part of the training session we will show the importance of standards through a short exercise, and then we’ll talk about the exercise and some general points. Our trainer will provide additional advice on setting standards in the workplace.
Feedback and Communicating
Both feedback and communication is important for employees to grow. The need for proper feedback and basic communication skills will be demonstrated through an individual exercise. Participants can interact with each other while proving the points discussed. Then, we’ll discuss some advanced communication techniques. The participants will increase their abilities in asking questions, listening, and giving comments.
The Performance Management Cycle
This session will explore the initial two phases of the performance management cycle: the basis for the performance standard as well as review. BARs and KRAs will also be discussed. Learning more about the performance management cycle will assist the team in the process.
Once an employee has reached a certain level of functionality, we generally want them to maintain that level. This session will explore some ways of keeping employees on track and performing well. We discuss how to work with employees to establish performance standards and targets.
We’ll continue our work with the topic of goal setting completing a brief exercise for each participant. We develop this area with more advanced training for several concerns in Goal Setting.
This session will examine a tool that can be used to help an employee achieve a level of performance or a goal. They are called behaviour contracts. We’ll also have a look at rewards that may be used to keep the employees motivated and achieving more.
Handling Operation Issues
In this session, we will discuss what to do if an employee isn’t reaching a particular level of operation. There may be several factors that may be impacting the individual. Learn how we can find out more information to assist the individual or find out how to deal with someone who refuses to reach a performance level.
Principles of Performance Appraisals
This session will start with a lecture on the history performance appraisals. Afterward, participants will move into small groups to discuss the value of appraisals. Our trainer will provide case studies and examples of the benefits of appraisals within an organisation. The importance of getting a performance review process is also illustrated.
Performance Management Checklists
We will review some checklists you can use during the performance management process to help keep you on track. Participants will learn more about simple planning and documenting systems to enhance their effectiveness in Performance Management.
There are four ways that an individual can stereotype without necessarily being conscious of it. Participants will even investigate their own stereotypes in an individual exercise. Our trainer will develop this area with detailed information on how we stereotype in Psychology and why we need to be unbiased in the review or appraisal process.
Performance Development Plan
An element in the performance management cycle is a performance development strategy. We will briefly discuss the elements of this kind of strategy in this session and help participants be able to create a plan.
Employees’ Concerns about PA’s
We will investigate some concerns in a discussion about assessments and possible responses.
The Performance Management Procedure
Participants will consider the four-phase performance management procedure by means of a discussion. Subsequently, participants will work in small groups to review some sample appraisal forms. This session is quite interactive with several activities to engage the participants.
The Worst Case Scenario
The worst case scenario for many employers needs to fire an employee. We will look at how to handle this situation in a discussion with the team. Afterward, participants will practice their skills in a role-play.
In this session, we will learn about the SMART acronym for targets and re-write some goals to fulfil these standards.
Features of Powerful Responses
There are six characteristics of effective feedback. In this session, we’ll examine each characteristic by means of a discussion and case studies. Real examples for real learning.
What Makes PA’s a Defensible Process?
This session will talk about some matters that participants can do to make certain that their performance appraisal process is defensible.
During this session, we will examine a basic interview format. We’ll practice the format by means of a role play. A proven interview procedure to generate the performance review and to make it officially defensible.
Participants will examine their pre-assignment, identify areas of progress, and develop an action plan.
Feedback is another crucial element of the performance management process. After a brief discussion on opinions, participants will work through several case studies to further explore responses principles.
Planning the Interview
This session will look closely at some things that you need to do before delivering the performance appraisal.
Listening and Asking Questions
We will explore both of these crucial communication abilities through a mix of lectures, individual exercises, and small group work.
Accepting criticism from others can be very difficult. We’ll offer participants some ways to make accepting criticism a little simpler.
Tailored To Suit Your Performance Reviews
All our training courses can be customised to suit different team needs. This training session can be modified to include other skills which you or your team may require. If you need more information on how to do this, please contact us. Our editing team would be happy to provide you samples of our sessions and show you how we can change material to suit your business.
Conducting Performance Reviews Outline
This workshop will start by introducing ourselves and discussing what we can achieve together. This workshop will also provide an opportunity for each participant to share their goals for this workshop.
Topics covered in this course
The Importance of Performance Appraisals
In this session participants will explore how performance appraisals contribute to building trust. Why they are essential for growth and development in any organisation.
Common Mistakes to Avoid
In this session participants will explore into the three errors that managers make when evaluating employee performance. Take part in as we uncover insights on conducting appraisals
Different Types of Performance Reviews
In this discussion participants will learn about the four types of performance appraisals; reviews, informal assessments, probationary evaluations and 360 degree feedback. Participants will have the opportunity to understand how each method measures productivity and provides feedback to employees is crucial for achieving success.
The Performance Management Process
During this session participants will be able to explore the four stages of the performance management process – from lectures, to group reviews. By using sample appraisal forms each participants can gain insight into methods of assessing employee progress and development.
Setting Goals with SPIRIT
This session will empower participants to establish objectives and ambitious aspirations through an approach based on an acronym. We will discuss the SPIRIT methodology, which focuses on setting both short term goals that deliver outcomes and long term plans that encompass visions of success!
The Performance Management Cycle
In this session participants will uncover the two steps of performance management; establishing an evaluation framework and defining expectations. Additionally participants will explore into the utilisation of basis for Achievable Results (BARs) and Key Result Areas (KRAs) to support performance monitoring.
Crafting a Performance Development Plan
During this session participants will be guided through the process of creating a designed performance development plan. Participants will acquire the tools to effectively develop and implement plans aimed at maximising employee productivity.
Feedback and Communication
This session will help participants to be equipped in communication skills they will be provided with the tools to become successful communicators who can deliver constructive feedback.
Enhancing Listening Skills
Participants will have the opportunity to explore deeper into the captivating world of listening skills.
Strategies for Communication
Participants will acquire techniques to enhance their communication and interviewing abilities. They’ll discover how questions can be tools refine their probing skills and master non verbal cues for exchanges!
Providing Constructive Feedback
By examining its six characteristics this session emphasises the significance of delivering feedback. Through case studies we aim to understand how these concepts can guide our communication effectively in any context.
Taking Constructive Feedback
In this session participants will explore ways to handle criticism positively and gain benefits from it.
Preparing for the Interview
Today participants will delve into steps to ensure delivery of performance evaluations. Join us for insights, on how to excel in this aspect!
The Interview Process
Participants in this session will acquire knowledge about conducting interviews. They will also have the opportunity to engage in hands on role plays for experience.
Role Play; Setting Goals
This part of the session participants will dive into a role play that initiates our performance evaluation process. Afterward there will be instructor feedback and open discussions among participants to share insights on goal setting!
This session participants can practice providing feedback while gaining an understanding of the stage of performance appraisals. Through role plays they can refine their skills in an supportive environment!
In the stage of the performance appraisal process participants will gain insights, into effective coaching methods. Role play scenarios will further enhance their understanding and allow them to experience hands on learning within an environment.
Preparing for Appraisals
In this session we aim to assist participants in building their confidence and acquiring the knowledge for a mock appraisal. Get ready to improve your performance skills!
Participants will conclude the performance appraisal journey by engaging in a simulation of an interview scenario refining their skills in the process.
This session will equip participants, with the tools they need to maintain peak performance in the workplace. We will explore strategies that help employees stay productive, profitable and successful over time.
Addressing Performance Challenges
During this session participants will be provided with tools to effectively address any performance gaps, among their employees and guide them towards achieving excellence.
This session offers participants an opportunity to sharpen their skills in handling employee terminations. By the end of it they will have gained an understanding of measures to take and even put them into practice through instructive role play activities.
Reviewing Pre Assignments
Participants will have a chance to reflect on their pre assignment and identify areas where they can strive for success. They will then create an action plan that guides them towards achieving those goals.
Performance Management Checklists
To conclude the workshop participants will take stock of their performance management skills. Arm themselves with checklists to guarantee success, in future projects.
Wrapping Up the Workshop
By completing this course attendees will acquire a comprehension that they can confidently put into practice. To ensure success students are encouraged to ask questions and devise a plan, for progress at the end.
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