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If you have been a manager or on the other end of a Performance Appraisal, you know it is the most dreaded, despised and disappointing activity in the company. It either becomes a glowing sunshine evaluation with no substance or 30 minutes of criticism with no forward plan for the employee to improve.
It is difficult separating liking someone and managing their performance. The good qualities of someone's personality are a plus, but they have been hired to do something. Measuring that 'something' as well as telling the person they are responsible for the successful completion of the activity is often unclear. Managers need to set performance metrics for the department and link them to responsibility of the people within the department. They should be in line with Corporate metrics and help drive overall improvements.
This workshop assists the Supervisor, Manager, Director and on up the line, with planning the Performance Appraisal process to clearly define the individual's role and responsibilities within the corporation, set the expectation that these must be met, develop a monitoring plan that isn't just an annual discussion, and tie them to the individual's success.
First part of the workshop will be to define objectives of their departments to the corporate objectives, plan what needs to be communicated to personnel, and what specifically the individual needs to accomplish to support the department and the company. In addition, he or she must be able to articulate supportive vs unacceptable behaviors. Last, a great manager must be able to set expectations such as project dates must be met, customer satisfaction must be at forefront of all we do, and other drivers of the business.
Then...we will conduct Performance Appraisals that will improve the Manager's ability to communicate the corporate Big Picture, where the department fits within that Big Picture, department roles and responsibilities to accomplish the objectives. If you have not corrected unacceptable behavior during the year and only bring it up at the Annual Review, you have allowed that bad habit to be acceptable by not addressing it the moment it happens. Too late.
- Connecting People to The Big Picture
- Corporate vs Department vs Individual Goals
- Setting Expectations
- Planning the Performance Appraisal Process
- Effective Communication
- Communicating Poor Performance
- Coaching & Counseling
- Providing Feedback for Improvement
- Motivating People
- Coaching to Achieve Goals
Who Should Attend
Any manager who must review the performance of personnel should attend this Performance Appraisals course. Does not matter if you are a first-time Supervisor or the President, you will learn new tools that will help you motivate individuals, get them back on track, assist performance, and help improve the business.
Joan M. Gladky - Adjunct Professor at Stony Brook University and Managing Director of the Cypress Group, a management consulting and training organization.
Joan began Cypress 25 years ago to help clients become more competitive by implementing ISO 9001-based Quality Management Systems, AS9100, Lean Manufacturing, Lean Office and business process improvement. Cypress helps clients become more competitive. Joan holds a BS in Computer Science, an MBA in Management and is a frequent speaker at professional organizations.
Center for Corporate Education at Stony Brook University
Research & Development Park • 1000 Innovation Road, Stony Brook, NY 11794-6044
631-216-7518 • email@example.com