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Engaging Employee Appraisals (3)

1. Create an engaging employee appraisal process

If you believe that the annual appraisal review offers a great opportunity to get constructive feedback, and enable you to align your organisation’s objectives with those of your employees then these sessions are for you. This is what David Rock and Beth Jones wrote in the Harvard Business Review on the subject.  I haven’t used measurements in my appraisal designs for over 15 years but the habit of recording the training needs of your business is an important one for business success.  Don’t miss out on this strategic review.

During this session you will:

  • Review the performance management processes that preempt the review
  • Create an evaluation process that allows open discussion about the business progress, the team and the individual
  • Compare the job description with the needs of the business
  • Identify the skills gaps and a plan to redress

NB. A Training Needs Assessment Tool can be made available to support session one.

2. Conducting an effective employee engagement review

The spirit in which you approach the review will make the difference in whether it is effective. If your intention is genuine, to help the employee improve, and you have a positive relationship with the employee, the conversation will be easier and much more effective. The employee has to trust that you want to help him improve his performance. 

During this session you will:

  • Reflect on what has gone well…and how could the company do better
  • Review the job description – does it accurately reflect what the company requires
  • Practice dealing with contentious issues
  • Agree what the company and the employee can achieve next

3. Creating objectives that matter

Effectively designed business objectives give focus and clarity to the activities for business growth.  Often they fit into a hierarchy where upon operational goals will deliver tactical goals which will support the strategic goals and the mission of the business.

During this session you will:

  • Create a Kaplan & Norton’s Balanced Scorecard
  • Consider Locke’s goal setting theory
  • Align OKR with your business objectives
  • Debate Vroom’s motivation of rewards

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“I have worked with Laura in her capacity as a trainer, designer of training materials. Laura inspires people and provides incredibly useful information in depth and continuously, year after year. She sets the standard of business and personal development at a refreshingly high level for the rest of us.”  Harvey Taylor

  1. Prices per session start from £500, for a tailored agenda, excludes handouts and workbooks
  2. Either session can be delivered as a webinar lasting 1 hour, with audience Q&As from £200
  3. This material can also be delivered as a series of coaching sessions over a period of 5 weeks via a one hour Skype or Google hangout

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Not sure where to start?  Try profiling your staff & managers with the Performance Appraisals Skills Inventory

 

 

Make contact for a free initial telephone consultation without obligation.

 

 

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