In this performance review best practices webinar attendees will learn how to : conduct motivational and directional performance appraisal reviews, determine appropriate merit increases, conduct performance discussions that are objective, complete and defensible. Steps to plan, collect data , performance measure creation, execution and communicate effectively.

Why Should You Attend:

One of the most critical areas of employee relationships-and one of the biggest challenges management faces today-is conducting effective performance appraisals and determining appropriate merit increases. Since both managers and employees often view performance appraisals with anxiety, attention need to be given in preparing for and conducting performance discussions that are objective, complete and defensible. In this webinar speaker explains how to conduct motivational and directional performance appraisal reviews, it will help to motivate employees to achieve goals and increase their value to the organization, How to suggest improvement to an employee's performance in a way that boosts an employee's spirits & Ways to increase standards of performance.

Areas Covered in the Webinar:

• State of the Art Practices in Performance Reviews
  • Why annual reviews are not adequate
  • Staff involvement and ownership through self-appraisal and dialogue
• Traps to Avoid in the Performance Appraisal Process
• Developing Performance Measures
  • Using behavioral terms
  • Defining levels of performance
• Collecting Information About Performance
  • Establishing a record-keeping system
  • Making observations
  • Encouraging staff to monitor themselves
• Communicating the Appraisal
  • Setting the tone for a two-way discussion
  • Evaluating and maximizing strengths
  • Communicating about problem areas without creating defensiveness
  • Setting mutual goals for maintaining and improving performance
  • Using the review as an opportunity for career planning
  • Handling resistance
  • What to do if you reach a stalemate
• Following Up on the Review
  • Monitoring performance
• Making informal appraisal an ongoing occurrence

Who Will Benefit:

• CEO
• Senior Vice President
• Vice President
• Executive Director
• Managing Director
• Regional Vice President
• Area Supervisor
• Manager