Performance appraisal conversations play a crucial role in fostering employee growth, development, and overall success within an organization. However, these conversations can often be daunting and stressful for both managers and employees. This workshop aims to equip participants with the necessary skills and techniques to conduct effective performance appraisal conversations that promote a positive and constructive environment.
This session will provide participants with the tools and confidence to conduct performance appraisal conversations that drive growth and development. By mastering these four essential steps, managers will be able to foster a culture of continuous improvement, increase employee engagement, and enhance overall organizational performance.
Why should you Attend:
For decades now employees have been afraid of performance appraisals and managers dread doing them. The problem is: most performance appraisals look backward - how was your performance and what can be improved? The backward approach can damage employee performance by up to 27% according to A Quantitative Analysis of the Effectiveness of Performance Management Strategies conducted by the Corporate Leadership Council.
Areas Covered in the Session:
Who Will Benefit:
- Step 1 – Acknowledge the Employee's Role in the Company's Work: Participants will learn how to acknowledge and verbalize the valuable contributions made by employees in the company's overall mission and success. By recognizing their efforts and achievements, managers can create a sense of ownership and motivation within their teams, fostering a culture of engagement and commitment.
- Step 2 - Help the Employee Be Seen and Not Judged: Building upon the foundation of acknowledgment, this step focuses on creating a safe and non-judgmental space for performance appraisal conversations. Participants will explore effective communication techniques that enable managers to actively listen, empathize, and understand the employee's perspective. By promoting a climate of trust and open dialogue, managers can encourage employees to share their challenges, aspirations, and ideas, fostering a collaborative and supportive work environment.
- Step 3 - Offer Assistance and Advice: By offering guidance, resources, and development opportunities, managers can empower employees to enhance their skills, overcome obstacles, and achieve their full potential.
- Step 4 – Bridge to the Future: High-performing employees thrive on being able to improve and grow; in this step, the focus is on helping the employee to continue to grow, learn, and contribute to the organization.
- Senior Managers
- Vice Presidents
- Regional Vice Presidents
Dr. Nanette Miner is a speaker, author, and learning strategist.
She is the Founder of, and Managing Consultant for, The Training Doctor, a boutique consultancy that specializes in customized curriculum design; now celebrating its 32nd year.
As a scholar-practitioner, she has authored books on various aspects of business management, marketing, and employee development, and has been published in, or quoted by Huffington Post, Fast Company, the BBC, and numerous industry and trade journals.
Dr. Miner has a doctorate in Adult Learning Theory and a passion for workplace learning - where time is of the essence and performance is non-negotiable.