Performance Management Basics – Employee Appraisals, Managing Poor Performers, and Liability Limitation
As organizations grow, it becomes more and more imperative that formal communication on performance is communicated to all employees. Be it for the stand-out employee or the one you wish you never hired, there are specific approaches one should take to ensure that your employees know where they stand. Given what you communicate is there for future reflection, it becomes all the more important that we choose our words carefully, express our feelings accurately, and walk the fine line between too little, too much, and too generic. So how do you do this effectively?
In this fast moving and highly informational webinar, we will cover in concise, simple terms:
- The Appraisal Form – Areas to cover, sources to tap, ways to express positives and negatives, and how to develop a document that survives for 12 months until the next review.
- The Appraisal Meeting – Tactics designed to ensure your feelings are communicated clearly and in a constructive fashion.
- Poor Performers – How to effectively address poor performance in a way that delivers a better performer or a former employee.
- Liability – Avoiding the pitfalls that could bite you if you mishandle communication, such as inconsistently communicating your views.
- Timing – When to schedule these discussions, trigger points, and best practices to ensure that employees know where they stand at critical times.
- Off-Cycle/Informal Communication – Ways to communicate your level of satisfaction and appreciation when the performance merits notice.