Conducting Performance Reviews Training
Performance review, while seemingly dreaded by many employees, are an important part of assessment, growth and advancement in ability, increased skills, improved effectiveness and productivity. Many businesses who implement annual performance reviews provide the feedback to employees and assist with their personal growth or business growth. Making the employee feel at ease, whilst still being able to effectively discuss their performance is not only a skill, it is required to be regarded as a high level professional. Our training session will assist in being able to assist you to read body language within the review process which will increase your delivery and professionalism.
This Conducting Performance Reviews Session will help you or your management team to correctly interview staff and perform a performance review. Learn how to conduct an interview and also how to set standards of performance within your business. If you conduct performance reviews, this session is for you. We can also customise and modify material to suit your objectives. Some sample or example objectives are below.
Performance Reviews Training Objectives
This session will help participants learn:
- The importance of having a performance review process
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.
- How to work with employees to set performance standards and goals
We provide team leaders, supervisors and even individuals with some new ways of setting performance standards and goals for either their team or personally.
- Skills in giving feedback, listening, and asking questions
Providing constructive feedback is a skill in itself. We provide tools to participants to become better at feedback delivery and information gathering.
- A proven interview process
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.
- How to make the performance review legally defensible
Of course there is a legal aspect to the review process. We discuss this area and help participants learn about the legalities involved.
- Body Language: Reading the signals
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.
- How to set expectations and improve future performance
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.
- How to work with poor performance
We provide a brief discussion on how you can work with poor performance within your organisation.
- Additional modules for your custom training session
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 Optimization 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
- More information on the course outline
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.
Conducting Performance Reviews Training Summary
Employee Development relies on effective feedback and the review process is one area where employees are able to learn more. 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.” If you are setting goals and objectives for your employees, they are able to aim for the target set and your business ultimately benefits. Providing feedback in an effective manner whether it be positive or negative is an activity also Supervisors and Managers will require. This session can be changed to suit any level of your workforce.
For information on this session or modules from other sessions contact our team or request a sample above. Australia wide training in all major cities Canberra, Gold Coast, Sydney, Brisbane, Parramatta, Melbourne, Adelaide, Darwin, Perth