Join Todd Dewett for an in-depth discussion in this video Meeting serious developmental needs, part of Performance Review Fundamentals.
…When you finish all of your data…collection, and make your evaluations, but before…you sit down to finally deliver the…evaluation, you'll be faced with many decisions.…Some will be fairly straight forward.…For most employees, you'll be facilitating their continuation along…a productive performance trend, maybe with some small tweaks.…However, for a minority of your team,…there will be some more difficult decisions.…Some of them will need to receive particularly strong…signals from you about how you view their performance.…This might be critical in terms of the serious need for improvement, or it…could be very positive, such as when you identify someone as ready to advance.…
In case of addressing poor performance. Your options include clear feedback.…A performance improvement plan. A change in duties or letting someone go.…You can simply start with very candid and…very specific feedback.…Delivered as a part of the upcoming evaluation discussion.…Often such honesty is all that's needed to motivate improvement.…
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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.