Performance Evaluation Training Objectives & Deliverables:

  • Improve the consistency of the evaluation and rating process among managers and departments
  • Increase the confidence and comfort levels of managers and supervisors in conducting appraisals
  • Boost employee performance and morale through more accurate feedback
  • Establish the fundamentals for an effective performance management process
  • Avoid potentially adverse legal and financial exposure with performance evaluation training
  • Generate better understanding and fewer arguments in evaluation meetings
  • Develop the basis for an effective evaluation process that has the support of everyone
  • Design an effective evaluation form that can be fairly and consistently used
  • Use clear performance standards and goals to communicate expectations more effectively
  • Understand the legal ramifications of performance appraisals to keep you and the company safe
  • Set a more positive and productive tone to performance evaluations
  • Avoid overly-subjective evaluation ratings by understanding how we really rate performance
  • Conduct a more receptive and responsive evaluation interview with performance evaluation training
  • Handle evaluations that become emotional without losing your cool
  • Know the benefits and liabilities of using self, peer or upward evaluations

Course Outline:

I. Developing the Foundation for Constructive Performance Management

  1. Establish confidence and trust with your employees with performance evaluation training
  2. Apply the performance management cycle to improve employee performance
  3. 5 things our employees should expect from us and our evaluations
  4. Answers to the most pressing evaluation questions
  5. Avoid the most common rating errors with performance evaluation training
  6. Setting goals for the evaluation process

II. Setting the Stage for Effective Performance Evaluations

  1. Understand the importance of performance standards, goals and measures
  2. Differentiate between performance standards and performance goals
  3. Develop performance standards for employees in performance evaluation training
  4. Develop performance goals for employees
  5. Identify the effect a good or bad evaluation form can have on the process
  6. Design a new form or learn to make the current one more effective
  7. Understand the legal “do’s & don’ts” of performance evaluations
  8. Answer the dilemma of including or excluding pay raises with performance evaluations
  9. Keep employees from talking about and comparing evaluation ratings

III. Conduct Constructive Evaluation Interviews

  1. Develop a pre-evaluation checklist to make sure details aren’t overlooked
  2. Improve your verbal and non-verbal communication skills
  3. Develop more constructive and less destructive feedback skills
  4. Enhance your listening skills
  5. Become an active listener and communicator
  6. Handle emotional performance reviews more comfortably
  7. Develop more constructive and less destructive feedback
  8. Use better feedback and on the job coaching to change employee performance
  9. Know the benefits and liabilities of using self, peer, upward or 360 evaluations

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