Managing and Conducting Effective Performance Appraisals During COVID-19

How Do You Evaluate Performance Appraisals During a Pandemic like Covid-19?

We all know that performance appraisals are important, especially during a pandemic. Managers face particularly tough decisions right now. They must figure out how to reward those employees who are “stepping up” during these crises without inadvertently penalizing those who have needed to “lean out.” Compassion for workers, while very important, is not enough; companies must arm managers with the tools they need to adjust performance expectations fairly and effectively within their teams. An effective performance evaluation allows the manager and the employee subordinate to have a conversation on critical work issues that might otherwise go unaddressed. It also creates an opportunity for the manager and the employee to discuss career development and capability development opportunities.

Appraisal of What Performance?

Employee performance appraisals are key for employees to understand how their performance contributes to the overall organizational goals. Effective Performance appraisal has three key functions:

1. provide adequate feedback to each person on his or her performance
2. to serve as a basis for modifying or changing behaviour toward more effective working habits
3. Provide data to managers with which they may judge future job assignments and compensation.

Despite the importance of having a proper performance appraisal, most managers and employees loathe holding such meetings because they are often badly conducted and do not end up meeting any constructive objectives.

Learn How To Conduct Fair & Open Appraisals During COVID-19

This one-day workshop will equip managers with the necessary process and techniques to be able to prepare, conduct and effective conclude a performance appraisal meeting that will focus on evaluating performance objectively, recognizing employee’s strengths and areas of improvement, designing an employee development plan as well as holding career conversations.

At the conclusion of the course, learners will be able to:

• Understand the 3-step Performance Management (KPI) Setting Framework
• Acknowledge that pre-COVID-19 objectives have shifted
• Develop effective performance-oriented objectives
• Reviewing Assessment Criteria. Identify Inadequacies in your current appraisal systems
• Evaluate achievement of SMART goals objectively
• Keep proper records for objective evaluation & avoid rating errors
• Provide behavioural-based feedback confidently
• Coaching & Timely Intervention how to Identify learning and development opportunities
• Techniques to engage Different Employees’ career conversations effectively
• Close a performance appraisal meeting positively

• HOD, Managers and Senior Executives (PMEs) who need to appraise and manage their staff performance or in engaging their staff for appraisal discussions
• Supervisors, aspiring managers seeking to learn new appraisal models and improve their interpersonal skills through constructive conversations
• Team project leaders, supervisors, executives and managers who are involved in performance management and appraisal
• Consultants, Coaches and Trainers involved in the performance review, job redesign and workplace consultancy

“Would recommend to my colleagues and the whole session is very engaging and provide very good insights for conflict management in psychology perspective. The course gave me better insights of the root cause of conflicts and ways we can manage them.” – Khian Ping, Executive at CDAC

“Very interesting and enlightening!” – Ann Wee, CYS Express

Senior Organizational Performance Consultant: Edwin Sim

Edwin is the Learning Strategist and founder of 5hue, a learning and organizational development consultancy practice. He has over 25 years of experiences in law enforcement, information, and communication technology as well as human and organizational development in Singapore and in the region.

Prior to founding 5hue, Edwin helmed leadership positions in leading training and consultancy firms in Singapore. His passion lies in designing effective and customized learning interventions to help organizations to change and transform. Hundreds of organizations have benefited from his insights in delivering practical, “do-able”, simple and yet impactful interventions, especially in the areas of Leadership, Communication, Teamwork, Organizational Change, Sales and Service Improvement.

Using tools like Workplace Big 5, MBTI, DISC and 360 reports, Edwin has been actively involved in assessing and coaching leaders from different industries, including government, technology, education services as well as luxury retail sectors. His philosophy of using supportive questioning-techniques has helped many of his coaches benefit from the reflective and insightful dialogues.

Edwin adopts a candid, interactive and reflective approach in the classroom where individuals are encouraged to discover their strengths to make quantum leap in their performance. For training to deliver results, Edwin believes training must focus on the needs of the organization and be connected with the people who are being trained. Simply put, he sees his role as helping to prepare people for new roles, redesign established practices and drive company change and culture. Edwin has also been spending his time training in the region and sharing his experiences and knowledge with participants from China, Malaysia, Germany, Thailand and Vietnam.

A winner of the Leonard Nadler Award for his outstanding leadership, scholarship and service by the George Washington University, Edwin holds a Master of Human Development & Leadership (GWU), a Bachelor of Business (Marketing) and Graduate Diploma in Applied Positive Psychology.

Edwin is certified in the following:

– Workplace Big Five 4.0

– MBTI® Step I & Step II Personality Profiling Practitioner

– DISC Certified Advanced Behavioral Analyst

– Action Learning Coach with World Institute for Action Learning

– Six Sigma Green Belt practitioner

– Associate Facilitator Consultant with Korn Ferry

– Trainer and assessor under the Workforce Skills Qualification framework