Great employees aren't born; they're trained! We make learning simple, enjoyable and cost-effective. With business noew recovering from the Covid-19 lockdown, we understand that your organisation may have a limited budget for learning and development. That's why we can help you and your people with live (classroom or virtual) or self-paced online via our e-Courses.

A Manager's Guide for Undertaking
Motivating Performance Appraisals

Management and Leadership Training

A Manager's Guide for Undertaking Motivating Performance Appraisals

Live Online Session:
May 14, 2021 @ 12:30 pm – 1:30 pm

Investment:
Option 1:
$197+gst per person
Option 2: Three or more attendees? Call us for pricing.

Option 3: Free with Success[hacks] membership
(Access an entire year of courses for all of your employees with one low-cost membership.)

Why this Course is Important

Preparing for and taking part in annual performance appraisals can be a very difficult and stressful time for both the managers who conduct them and the employees who participate in them. But it doesn’t have to be that way.

From a manager’s perspective, preparing for and conducting appraisals is often seen as time consuming and difficult, especially if there is negative feedback to give. On the other side of the coin, many employees are concerned about what they are going to hear.

We  believe appraisals should be and can be empowering and future-focused. That’s why during A Manager’s Guide for Undertaking Motivating Annual Performance Appraisals session, you will learn how to prepare and conduct empowering annual appraisals that are honest and leave employees feeling good about themselves and focused on their future, even if their performance hasn’t been the best during the current period.

Course Objectives

Successful completion of this course will increase your ability to:

  • Understand why appraisals are an important part of an employee’s development and future growth.
  • Identify what you’ve been doing right and wrong during previous appraisals and how to fix it for next appraisal.
  • The best way to write appraisal documentation so it’s honest yet future-focused and empowering, even if the team member has a lot of work to do to improve themselves.
  • Use conversational techniques to lead and control the performance appraisal conversation.
  • Manage difficult conversations that may arise when the feedback is not positive.
What You Will Learn
  • Why appraisals are an important part of an employee’s development.
  • Understanding why many employees and managers dislike appraisals.
  • The purpose of employee appraisals.
  • The skills you’ll need to conduct respectful and balanced appraisals.
  • Informing your team members about their upcoming appraisal.
  • Setting the stage and how to start off on a positive note.
  • Helpful questioning techniques when you’re looking to uncover more information from the team member.
  • How to deal with differences of opinion or difficult feedback and problem-solving solutions that work.
  • The best way to encourage team members to set their own performance goals.
  • Why you must always follow up with your people a week after their appraisal.

Donec id elit non mi porta gravida at eget metus. Vivamus sagittis lacus vel augue laoreet rutrum faucibus dolor auctor. Cras mattis consectetur purus sit amet fermentum. Nullam id dolor id nibh ultricies vehicula ut id elit. Donec id elit non mi porta gravida at eget metus.

John Doe
-
Leap13

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A Manager's Guide for Undertaking Motivating Performance Appraisals

Management and Leadership Training

A Manager's Guide for Undertaking Motivating Performance Appraisals

Live Online Session:
May 14, 2021 @ 12:30 pm – 1:30 pm

Investment:
Option 1: $197+gst per person
Option 2: Three or more attendees? Call us for pricing.

Option 3: Free with Success[hacks] membership (Access an entire year of courses for all of your employees with one low-cost membership.)

Why this Course is Important

Preparing for and taking part in annual performance appraisals can be a very difficult and stressful time for both the managers who conduct them and the employees who participate in them. But it doesn’t have to be that way.

From a manager’s perspective, preparing for and conducting appraisals is often seen as time consuming and difficult, especially if there is negative feedback to give. On the other side of the coin, many employees are concerned about what they are going to hear.

We  believe appraisals should be and can be empowering and future-focused. That’s why during A Manager’s Guide for Undertaking Motivating Annual Performance Appraisals session, you will learn how to prepare and conduct empowering annual appraisals that are honest and leave employees feeling good about themselves and focused on their future, even if their performance hasn’t been the best during the current period.

Course Objectives

Successful completion of this course will increase your ability to:

  • Understand why appraisals are an important part of an employee’s development and future growth.
  • Identify what you’ve been doing right and wrong during previous appraisals and how to fix it for next appraisal.
  • The best way to write appraisal documentation so it’s honest yet future-focused and empowering, even if the team member has a lot of work to do to improve themselves.
  • Use conversational techniques to lead and control the performance appraisal conversation.
  • Manage difficult conversations that may arise when the feedback is not positive.
What You Will Learn
  • Why appraisals are an important part of an employee’s development.
  • Understanding why many employees and managers dislike appraisals.
  • The purpose of employee appraisals.
  • The skills you’ll need to conduct respectful and balanced appraisals.
  • Informing your team members about their upcoming appraisal.
  • Setting the stage and how to start off on a positive note.
  • Helpful questioning techniques when you’re looking to uncover more information from the team member.
  • How to deal with differences of opinion or difficult feedback and problem-solving solutions that work.
  • The best way to encourage team members to set their own performance goals.
  • Why you must always follow up with your people a week after their appraisal.

Donec id elit non mi porta gravida at eget metus. Vivamus sagittis lacus vel augue laoreet rutrum faucibus dolor auctor. Cras mattis consectetur purus sit amet fermentum. Nullam id dolor id nibh ultricies vehicula ut id elit. Donec id elit non mi porta gravida at eget metus.

John Doe
-
Leap13

* * *