The most important question that employees demand to know the answer to is "How am I doing?" So why Performance Appraisals are – the ideal time when this question should be dealt with – conducted so badly or not at all? Many managers simply do not have the necessary skills to handle this potentially inspiring and energizing event, and too many leave their reports with feelings of bewilderment and de-motivation. Yet the fact is that, carried out effectively, appraisals can be one of the most effective management tools for unleashing performance and institution building
- To ensure delegates understand how to prepare, structure and run effective appraisal discussions.
- To give delegates the opportunity to practice carrying out a pre-appraisal meeting, goal setting and appraisal review
- To learn the do’s and don’ts of an effective appraisal.
- How to get the best out of employee performance through the appraisal year.
Understanding the appraisal review process
- What is appraisal review?
- Structure of an effective review
- Completing the proformas
- Process before, during and after the review
Setting objectives and measuring performance
- Agreeing achievable objectives
- Evaluating performance
- Handling under-achievement
- Developing effective reviewing? and listening skills
- Motivating the appraisee and building rapport
- Questioning techniques and assertiveness skills
- Conduct appraisal review meetings
- Handling difficult appraisees
Action planning and feedback
Using group exercises, self-assessment and informal discussions, delegates explore the principles of conducting successful performance appraisals and develop the requisite skills. The process is largely learner-driven, facilitated strategically from time to time.