Join Todd Dewett for an in-depth discussion in this video Discussing performance, part of Performance Review Foundations (2014).
…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…
- Describe why performance reviews are important.
- Explain why a manager might use informal feedback.
- Recognize when it’s important to have a witness present during an evaluation.
- Cite the benefits of performance improvement plans.
- Identify the primary goal of managing performance throughout the year.
- Describe when it’s time to discuss possible role changes for an employee.
- Explain the 360 review process.
- Cite ways to set expectations for a performance review meeting.
Skill Level Intermediate
Edge Animate Essential Trainingwith Chris Converse4h 44m Beginner
1. Overview of Performance Management
2. Setting Goals with Employees
3. Gathering Feedback on Performance
4. Writing the Review
5. Delivering the Review
6. Taking Next Steps
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