Based on Twenty Years of Research

Based on twenty years of research and field testing, here’s some of what you’ll learn in this information-packed program.

  • Understand the common errors of the performance appraisal, such as muddy objectives and standards, insufficient documentation and overemphasis on recent performance.
  • Know the intention of your appraisal system and form, and how the appraisal fits into ongoing performance management. How to re-calibrate your rating scale and make meaningful distinctions between degrees of effective performance.
  • How to set meaningful, measurable objectives and develop standards of performance at the beginning of the year, and how to monitor progress during the year.
  • How to create an Employee Development Plan – one that integrates the employee’s interests and the demands of the job.
  • Writing the appraisal – the five steps for producing a document that objectively and thoroughly assesses the employee’s overall performance. How to have accurate and consistent ratings.
  • How to structure and guide the performance appraisal discussion – use an organized format to conduct a comprehensive appraisal discussion, and yet appear casual and conversational.
  • Develop critical questioning and listening skills – how to probe below the surface, get to an employee’s real objections or concerns and facilitate a spontaneous and open discussion.
  • Anticipate and deal with conflict and defensiveness. No productive discussion can take place when high levels of defensiveness are present. Learn how to spot even subtle defensiveness and take action to reduce it.
  • Conduct fair and legal performance appraisals. Learn what your legal obligations are during the appraisal discussion, how to avoid the most common accidental errors, and justify your decisions.