The ability to conduct truly productive performance evaluations is a learned skill. Even without specialized training, many evaluators can fairly adequately communicate about topics such as job responsibilities, skills and goal achievement. That’s because these are objective, easy to measure and discuss.
A more daunting but crucial part of the performance review is the area of behavior assessment. Interpersonal skills, teamwork and collaboration, motivation, attitude and other such traits represent important examples of performance indicators that impact overall job fit. But most managers have an extremely difficult time translating this information into effective words that will have the right effect on their employees, especially in cases where improvement is needed.
As opposed to making those situations worse by choosing the wrong approach, or inflammatory wording, or simply bypassing those issues altogether, your managers can be taught to effectively address these issues.
What You Can Expect From This Working Session
Participants learn to formulate the content for performance evaluations that:
- Isolate essential areas for improvement to maximize positive impact on future performance.
- Pinpoint and properly verbalize the subjective yet important aspects of performance that need to be addressed.
- Minimize awkwardness and employee defensiveness by presenting feedback in a supportive manner.
- Allow the employee to feel that their accomplishments have been accurately recognized through thoughtfully written comments.
- Depersonalize feedback by introducing the business rational to help the employee understand how the area for development fits into the larger picture.
- Communicate in a manner that shows support yet makes clear the employee’s need to take ownership of performance development initiatives.
- Conclude evaluations by creating goals with input from the employee around "steps to be taken" to insure any performance shortcomings improve.
- Write meaningful content for up to three of your most challenging performance issues.
- Learn to write more robust positive feedback to recognize strengths.
- Translate behavioral issues into measurable goals for inclusion in the performance evaluation.
- Apply the PCFM technique to several current employee performance challenges and create the exact words to use during performance discussions.
- Learn how to anticipate and respond effectively to employee reactions to feedback while maintaining control over the discussion's direction and outcome.
- Gain more confidence in initiating and managing performance related discussions and challenges.
- Move beyond writer's block and the feeling of being overwhelmed by the prospect of "filling out the forms"- write evaluations in 45 minutes or less!
Who Should Attend?
Those responsible for writing performance evaluations and supporting the process (Managers, Supervisors, Team Leaders and HR professionals).