Employee's Performance Review and Management

About this course:

The first three days of this four days course discusses the performance reviews and the fourth day discusses how to manage the performance. 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. Inspiring someone to be their best is no easy task. Just how do you manage for optimum performance? How do you create a motivating environment that encourages people to go beyond their best? This one-day workshop will give you some of those skills.

Main learning objectives:

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. Understand the role of goal setting in performance management. Have tools to help your employees set and achieve goals. Have a three-phase model that will help you prepare employees for peak performance, activate their inner motivation, and evaluate their skills. Have a better knowledge of motivational tools and techniques.

Course contents:

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 The Shared Management Model Setting Goals Phase I (Preparation): Choosing the Right Person for the Job, Setting Standards, Coaching, and Training Phase II (Activation): Motivation Phase III (Ongoing and Formal Evaluation): Feedback and Performance Reviews