2 Day Online Workshop
Performance reviews are an essential component of employee development.
Someone once said, “If you always do what you’ve always done, you’ll always get what you’ve always got.” And, remember what the German philosopher Goethe said: “Treat people as if they were what they ought to be and you help them become what they are capable of being.”
Setting goals and objectives to aim for will give supervisors and employees a unified focus and targets to aim for.
Supervisors must also learn how to give feedback, both positive and negative, on a regular and timely basis so that employees can grow and develop. Performance appraisals involve all these activities.
Introduction to Performance Reviews
- The value of reviews for both employee and employer
- The manager’s responsibility in fostering growth
- Performance reviews vs. real-time feedback
- Common mistakes and how to avoid them
Preparation and Planning
- Collecting relevant data: performance metrics, peer feedback, self-assessments
- Recognizing and avoiding bias
- Structuring the conversation for clarity
- Creating an environment that encourages honest dialogue
Delivering Constructive Feedback
- Principles of effective feedback (e.g., SBI: Situation–Behavior–Impact)
- Balancing strengths with areas for growth
- Using tone and body language effectively
- Encouraging two-way communication
Setting Goals and Development Plans
- Collaborating on SMART goals
- Linking goals to business outcomes and personal growth
- Creating development plans that motivate
- Tracking progress and maintaining accountability
Navigating Difficult Conversations
- Identifying and addressing performance issues
- Managing defensiveness or emotional responses
- Staying calm, fair, and professional
- Documenting discussions appropriately
Following Up and Encouraging Ongoing Feedback
- Summarizing key points and action items
- Scheduling follow-ups and check-ins
- Promoting a feedback-rich culture
- Building trust and engagement beyond the review