Specific learning objectives include:
You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.
This session will begin with a lecture on the history performance appraisals. Then, participants will move into small groups to discuss of the value of appraisals.
We will explore some concerns about appraisals and possible responses in a lecture.
This session will discuss some things that participants can do to ensure that their performance appraisal process is defensible.
There are four ways that a person can stereotype without necessarily being aware of it. Participants will also explore their own stereotypes in an individual exercise.
To begin, participants will look at the four-stage performance management process through a lecture. Then, participants will work in small groups to review some sample appraisal forms.
During this session, we will learn about the SMART acronym for goals and re-write some goals to meet these criteria.
We will continue our work with goal setting by looking at some other considerations and completing a short individual exercise.
This session will explore the first two stages of the performance management cycle: the basis for review and the performance standard. BARs and KRAs will also be discussed briefly.
We will demonstrate the importance of standards through a short exercise, and then we will discuss the exercise and some general points.
The fourth element in the performance management cycle is a performance development plan. We will briefly discuss the components of this type of plan during this session.
The need for basic communication skills and proper feedback will be demonstrated through an individual exercise. Then, we will discuss some communication tips.
We will explore these two key communication skills through a combination of lectures, individual exercises, and small group work.
Feedback is another critical element of the performance management process. After a brief discussion on feedback, participants will work through several case studies to further explore feedback principles.
There are six characteristics of effective feedback. During this session, we will examine each characteristic through a lecture and case studies.
Accepting criticism from others can be very difficult. We will offer participants some ways to make accepting criticism a little easier.
This session will look closely at some things you should do before delivering the performance appraisal.
During this session, we will examine a basic interview format. We will then practice the format through a role play.
The morning of Day Three will be spent role-playing each stage of the performance appraisal process. Each role play will be followed by discussion and feedback from the trainer and from other participants.
Once an employee has achieved a particular level of performance, we usually want them to maintain that level. This session will explore some ways of doing that.
This session will examine behavior contracts, a tool that can be used to help an employee achieve a goal or a level of performance. We will also look at rewards that can be used.
During this session, we will discuss what to do if an employee is not achieving a particular level of performance.
The worst case scenario for many employers is having to fire an employee. We will look at how to handle this situation in a lecture. Then, participants will practice their skills in a role-play.
To sum up the past three days, participants will look at their pre-assignment, identify areas of improvement, and develop an action plan.
To conclude the workshop, we will review some checklists that you can use during the performance management process.
At the end of the day, students will have an opportunity to ask questions and talk with the trainer.