In most organizations performance appraisals are dreaded by staff, and are almost dreaded as much by the managers who conduct the appraisals. So while they may not be popular, you can’t help appraising your staff. Whether you have a formal appraisal system in place or not, you and your managers are forming impressions about staff anyway.
Overcoming the negative stigma of the formal performance appraisal process is crucial to the success of a program. When done well and correctly, they: show your organization values its people; raise staff morale and individual effectiveness; and provide the foundation for informed decisions on training, promotions, succession planning, salary decisions and ways of dealing with recurring problems.
This session focuses on the key elements of creating and maintaining a successful performance review process. Through this process, an effective program can be realized, thereby first reducing the fear and angst felt by both the appraiser and the appraise, and secondly enhancing the probability of improved and even excelling work performance.
- Understanding the dynamics and components of a successful performance review process
- Collaborating in the development and commitment to the program format and expectations
- Implementing the program for maximum benefit for the organization and the individual
- Excelling through follow-up and follow-through
- Avoiding the common pitfalls