APPRAISING PEOPLE & PERFORMANCE

Overview:

An organization’s success can only be assured when individuals contribute their part in achieving the overall company goals. An effective, on-going performance management process is critical to making sure each team member understands his/her goals and expectations and is evaluated fairly. In this program, we will talk about the three critical pieces to managing an employee’s performance and helping them achieve stellar results: expectation/goal setting, coaching – ongoing 1-on-1’s throughout the year, and (if you still do it) the “formal” performance appraisal .

Objectives:

As a result of this program, you should be able to:

• Avoid the typical complaints about performance reviews.
• Explain how to manage performance as an on-going process rather than an annual event.
• Understand how to set employee goals based on organizational and team goals, so each employee sees how they fit into the big picture.
• Describe the difference between performance and career development and why career development conversations are important.
• Identify how and why company values are important to discuss and hold people accountable to.
• Use SMART goals, even for employees where the tasks are routine or who have done the same job for a long time.
• Ensure your goals fall under more than one of the five pillars.
• Understand that regular coaching is not hand holding – without frequent feedback, people are being paid to guess.
• Describe a process/format that can be used for 1-on-1 conversations.
• Determine the most helpful (legal) comments to include on an employee review and why documentation is important throughout the year.
• Understand your organization’s performance review (or regular coaching) process and why we use the process.