Performance appraisals and performance management
Sponsored links
Performance appraisals can be a terrific forum for review, development and communication. We take a realistic look at employee and staff performance management and appraisal interviews. What form should they take? 360 degree? How critical? How often? What training system works best?
| Delivery: |
|
| Category: |
Further Details
The idea of appraisals is a good one: a chance to review, assess, debrief and generally, develop the skills and confidence of the person being appraised. Except it doesn't usually work that way. That's because most of the time it's all about procedures and not about people. Let's face it, the best procedures in the world won't really be effective if the person holding the appraisal isn't handling it efficiently, professionally and with long-term care involved.
Indeed, most appraisals end up as 'tick the box' exercises that cause a great deal of anxiety on both 'sides', and once they're completed they aren't looked at again till the next time - in six months or a year hence. Difficult feedback is postponed or sugarcoated or presented in such a way that the appraisee ends up a puddle on the floor.
Therefore, in order to avoid all that, our work on appraisals focuses on helping people develop their day-to-day performance management skills. Just teaching people how to run an appraisal session isn't really going to address the fact that it's what happens every day that gives the true picture of a person's overall accomplishments and capabilities. Indeed, our belief is that if you aren't doing day-to-day performance management, you can't really give someone a worthwhile appraisal.
In our work on performance appraisals and performance management, we give people real and practical skills to help them become more effective managers so that by the time they have to carry out a formal appraisal it's far more a summary of an on-going process rather than a process driven exercise.
Which is why we call our work on appraisals: The Best Surprise Is No Surprise.
* Giving effective feedback
* Handling difficult messages
* Setting achievable goals and expectations
* Supporting other people's development
* Using acknowledgement and praise
* Dealing with issues as they arise and avoiding escalating problems
* Seeing things from other points of view
* Dealing with yours and other people's feelings
* Dealing with difficult or tricky people
* Building other people's confidence and morale (and your own)
* Setting effective boundaries
* Knowing what to do when the goal posts change
This Training Course is offered "in house" at the following locations:
London N
Information provided is for information purposes only and no guarantees are made with regards to accuracy. It is advised that all details are checked prior to making a booking. Contents © 1999 - 2012. All rights reserved.
