Conducting Meaningful Performance Evaluations – Leading Through People™, Module 7

Conducting Meaningful Performance Evaluations

Session Length: 4 to 6 hours | Target: Supervisor and Above | Prerequisites: LTP 6 | Delivery: Taught live or webinar

What if your managers and employees eagerly looked forward to their next performance evaluation instead of dreading it? It absolutely can and does happen when organizations use our proven Performance Evaluations Made Simple™ process to conduct their performance evaluations. Here’s what we’ll cover:

      • Prevailing Attitudes About Performance Evaluations
        • Why employees and managers both hate them
        • Why measuring periodically measuring performance is essential to talent development
      • The Case For Performance Evaluations
        • The BMG Holistic Performance Evaluation Model and where evaluations fit
        • A self-assessment of attitudes helpful and harmful to effective evaluations
      • Performance Evaluations, Scoring, and Cycles
        • Annual versus anniversary performance cycles
        • Six steps of the evaluation cycle
        • Evaluation scoring for consistency across the organization
        • 90-day and annual evaluations, and the appropriate evaluation categories
      • Assembling Performance Data Throughout The Year
        • Performance documentation best practices
        • Assembling documentation in advance of the evaluation
      • Self-Evaluations, First Drafts, Approvals & Final Drafts
        • Self-evaluation best practices to engage your staff
        • Developing your first draft; common errors to avoid
        • Modifying your draft with the employee’s self-evaluation
        • Gaining approvals for the final draft
      • Two Views of the Same Performance
        • Understanding what is driving the differences in view
        • Preparation to address these areas if and when needed
      • Holding an Effective Performance Discussion
        • Providing the final draft to the employee prior to the discussion
        • Creating an effective environment for a productive discussion
        • Opening and conducting the performance discussion
        • Setting goals for next period
        • Closing the performance discussion and disposition of paperwork

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