Effective Performance Management and Appraisal Training
“People who feel good about themselves, produce good results” - Ken Blanchard Mention ‘appraisal’ and many employees cringe at the thought of what is to come. Most employees view performance appraisal as a fault-finding process that accentuate the areas of their short-coming without showing how they can improve. The appraisal process is also seen as being negative in perspective whereby it gives an opportunity to the appraiser to ‘get-back’ at the employee for stepping out of line. This then demonstrates a performance appraisal as a ‘witch-hunting’ project that ultimately sows the seeds of the demise of the organization. However, all is not lost. Conducting and writing a performance appraisal gives the appraiser the opportunity to build a trusting and productive relationship with their appraisees. As Stephen Covey mentioned: “Always treat your employees exactly as you want them to treat your best customers.”
The Best Words, Phrases, and Techniques for Performance Reviews
Conducting regular and consistent appraisals can help you keep your employees happy, engaged, and focused. It is human nature to want to succeed. Giving your employees feedback on their positive and negative attributes is part of the pathway to success. A poorly conducted appraisal can have the reverse effect.
By honing your skills on writing an appraisal using the process of appreciative inquiry and constructive criticism, you can bring the best out in your employees’ performance. An excellent appraisal is one which endorses the positive and creative actions of the employee that allows them to excel further. It also allows the employees to be aware of their shortcoming and make beneficial suggestions on what they could do to strengthen these.
By the end of this high impact workshop, participants will be able to:
- Understand the psychology behind receiving negative feedback
- Identify relationship, truth and identity triggers while an employee communicates with you
- Turn an employee’s set of false beliefs into positive attitudes
- Analyse and apply 3 different feedback models
- Explain different ratings to low performers and provide an appropriate action plan
- Understand the rationale behind separating appreciation, coaching and evaluation during an appraisal conversation
- Know a variety of phrases and words to use in your appraisals
- Apply mind persuasion to influence change
- Make feedback and follow-up an ongoing part of your job as an appraiser
- Apply the backward goal setting design when planning for change
- Design an action plan with The Logical Levels of Change
Meet the Industry Expert: Ms Sandra Daniel
Sandra Daniel is an ACTA-Certified trainer and holds a Master in Science (Training and Development) from University of Leicester. She is a dynamic and entertaining trainer/speaker in areas of communication strategies, leadership management as well as personal and organization productivity.
Apart from being a corporate trainer, Sandra is an adjunct lecturer with SIT, University of Liverpool, NTU and SUSS. She designs, develops and lectures topics on Leadership, Creative and Critical Thinking, Communication Skills, Creative Thinking in Problem Solving and Decision Making and Research Methodologies.
A managing partner of Lateral Solutions Consultancy, Sandra provides a platform for industries to operate within various effective frameworks that integrate growth and success. Her real-world experiences with these clients place her in a better strategic position as a corporate trainer as she stays current on issues to cultivate specific skills and knowledge related to promoting employee development.
Sandra regularly contributes articles on management, leadership, communication skills and effective learning strategies to Straits Times Recruit. To date, Sandra authored and co-authored several books namely, How to Think Critically with Sun Tzu Art of War Stratagems, Impactful Academic Writing and Extremely Busy People’s Guide to Read Faster and Memorize Better and Think Clearer.
MODULE ONE: Giving constructive feedback
- Deciding on an appropriate feedback model
- The Feedback Sandwich
- The ‘Situation-Behaviour-Impact’ Feedback Tool
- Pendleton’s Model of Feedback
- Understanding the rationale behind separating appreciation, coaching and evaluation during an appraisal conversation
- Explaining different ratings to low performers and provide an appropriate action plan
- Writing effective summaries in the appraisal forms
MODULE TWO: Applying mind persuasion to influence change
- Understand your employee’s internal representation system
- Working on a language short cut system
MODULE THREE: The psychology behind receiving negative feedback
- Reflecting on some common reactions to feedback
- Truth, relationship and identity triggers that defeat change
- Dealing with deletions, distortions and generalizations
- Understanding the rule of balance
- The rationale behind separating appreciation, coaching and evaluation
MODULE FOUR: Designing a Backwards Goal Setting action plan
- Questions on identifying big picture goal
- Questions on vision and purpose
- Identify your role in the larger picture
- Questions on mini goal: environment
- Constraints and opportunities
- Perception of current environment
- Physical space and time constrains
- Questions on mini goal: behaviour
- Actions and reactions: What are you doing now?
- Recognize behavioural activities
- Questions on mini goal: capabilities and skills
- Perception and direction: How do you go about doing?
- Questions on mini goal: values and beliefs
- Degree of motivation
- Willingness to mobilize resources