Join Todd Dewett for an in-depth discussion in this video Discussing performance, part of Performance Review Fundamentals.
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…Facilitating a discussion about someone's performance at work can be difficult.…Most leaders don't like overtly and formally judging someone.…And, most employees don't like being evaluated.…So, these conversations can be a little tense.…But, they don't have to be.…If you're well prepared and follow all of the advise we're about to discuss,…the conversation can not only be largely free of stress but also very productive.…So let's get started.…The first thing I want you to do is watch the clock carefully.…
Think about framing your use of time in terms of past, current and future.…You want to shoot for 10% for the past, 50%…for the current period, and 40% for discussing the future.…The past should take no more than 10%.…This is just you setting the performance context.…For example you might…simply note how long they've been with the company,…how many promotions they've received, their current role, and…how long they've held that position, and a small…number of major wins, or losses from their last review.…
That quick recap then leads to the main part…
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The information contained in the following course is provided with the viewer's understanding that the course should not be used as a substitute for consulting a human resource professional at your company for specific guidance. Lynda.com and LinkedIn expressly disclaim liability for any damages, loss, or risk, incurred as a direct or indirect consequence, from the use and application of any content herein.
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- Understanding the performance cycle
- Setting performance goals
- Collecting performance data and feedback
- Writing the review
- Discussing performance with an employee
- Using a performance improvement plan (PIP)<br><br>
- The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.