2. e-Training Solutions

3. Objectives

5. What is performance management? Step 1: Develop a Performance Plan Step 2: Keep the Plan on Track Step 3: Complete an Annual Review

6. The benefits of performance management? Input from Employee MANAGER EMPLOYEE Feedback from Manager

7. Step 1: develop a plan  Job Description  Performance Factors  Goals & Objectives

8. Goals and Objectives Specific Measurable Attainable Results-Oriented Time-Bound

9. Who works for you?

11. F-requent Feedback Frequent feedback ensures that employees are given feedback at their unique rates of need.

12. A-ccurate Feedback Accurate feedback ensures employees receive feedback that is correct, balanced, and appropriate.

13. S-pecific Feedback Specific feedback helps the recipient define exactly what next steps are needed to achieve the best results.

14. T-imely Feedback Timely feedback ensures employees receive feedback soon enough for it to have an impact on performance.

15. T-imely Feedback Timely feedback ensures employees receive feedback soon enough for it to have an impact on performance.

16. Step 43 Annual Performance Review nAssemble the information nChoose a rating nWrite the narrative: results and examples nDraft new goals

17. Pitfalls to accurate reviews ÊRelying on gut feelings ËOver-emphasizing the employee’s recent performance ¸ Lowering your standard ¹ “Softening” a ratio to avoid confrontation

18. Pitfall #5 Letting personal biases get in the way zNegative/positive leniency zCentral tendency zAttribution bias zComparison syndrome zFirst impression distortion z Halo effect z “Similar to me” distortion z Stereotyping z Blaming personality, not behavior.

19. Step 5: Review your evaluation with your supervisor or Human Resources 4Brings fresh perspective to the evaluation 4Counsels you on how to handle poor performance issues 4Ensures your procedures are in line with company policies. 4Ensures the appraisal is conducted according to Equal Employment Opportunity Commission guidelines 4Ensures performance documentation supports your salary recommendation

20. Step 6: Schedule the review  Choose a private place for the review meeting  Select the best day and time  Notify the employee

21. Step 7: Conduct the performance review 7Welcome the employee 7Employee presents his or her self-evaluation 7You present your evaluation 7Jointly develop a new performance plan 7Discuss the employee’s salary change 7Schedule the first progress review meeting 7Ask for the employee’s signature on review form 7Send documentation to Human Resources

22. The seven steps of performance management helps...