Performance Appraisals Done Well
- To start, participants will discuss what performance appraisals are and why they are important. The importance of building trust will also be covered.
Errors We Make
- This session will explore the three most common errors made during performance appraisals.
Types of Performance Reviews
- Next, participants will learn about the most common types of performance appraisals: formal reviews, informal reviews, probationary reviews, and 360 degree reviews.
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.
Goals with SPIRIT
- During this session, participants will learn about the SPIRIT acronym for goals. They will also learn about setting short-term and long-term goals.
The Performance Management Cycle
- This session will explore the first two stages of the performance management cycle: the basis for review and performance standards. BAR’s and KRA’s will also be discussed briefly.
- Participants will learn about the importance of standards through a short exercise.
Creating a Performance Development Plan
- Another key element in the performance management cycle is a performance development plan. Participants will learn about the components of this type of plan during this session.
Feedback and Communication
- This session will provide participants with some basic feedback and communication tips.
- Next, participants will take a closer look at listening skills.
- In this session, participants will learn about asking good questions, probing techniques, and body language.
- This session will cover the six characteristics of effective feedback. To reinforce these concepts, participants will apply these characteristics to three case studies.
- Next, participants will learn how to accept criticism graciously.
Planning the Interview
- This session will look at some things that participants should do before delivering the performance appraisal.
- In this session, participants will learn a basic interview format and practice it through a role play.
Goal Setting Role Play
- Day Three will start with a role play on the first stage of the performance appraisal process: goal setting. This role play will be followed by discussion and feedback from the trainer and other participants.
- This session will ask participants to complete a role play on the second stage of the performance appraisal process: providing feedback.
- Next, participants will learn about the third stage of the performance appraisal process: coaching. Participants will also practice coaching in a role play.
- In this session, participants will prepare for a mock appraisal.
- Next, participants will conclude the performance appraisal process with a mock interview.
- 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.
Handling Performance Problems
- During this session, participants will learn what to do if an employee is not achieving a particular level of performance.
The Part Where Someone Gets Fired
- In this session, participants will learn what steps to take when someone needs to be let go. Participants will also have an opportunity to practice their skills in a role play.
- 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, participants will review some checklists that they can use during the performance management process.
- At the end of the course, students will have an opportunity to ask questions and fill out an action plan.