Join Todd Dewett for an in-depth discussion in this video Next steps, part of Performance Review Foundations.
…It should be apparent by now, that if you want to…offer useful employee reviews, you have a lot of work to do.…You have to understand the performance cycle and how the review fits in.…You have to understand your company's competency…model and how to use it correctly.…You have to become great at setting goals with your employees.…You have to publish a review schedule…and then starting collecting all kinds of data.…From observations you write in your performance diary…to information collected through 360s.…Following this, you have to create…appropriate outcomes, whether that includes stretch…roles on the positive side or…performance improvement plans on the developmental side.…
Then you have to write your reviews and deliver them effectively.…That's a lot of work and it's one of the primary…reasons some people don't like the review process but it's worth it.…When you master the steps we discussed…you won't be delivering an employee review.…You'll be delivering clarity, focus,…resolve, motivation and even yes, gratitude.…
- 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
Managing Employee Performance Problems (2013)with Todd Dewett1h 53m Intermediate
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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