Professional Documents
Culture Documents
Participant Materials
PRESENTED BY ROCKHURST AUDIO
CONFERENCE SERIES,
A DIVISION OF ROCKHURST
UNIVERSITY CONTINUING
1107
Participant Notebook
Worskhop Agenda
1. Three things to keep in mind about performance 2. What performance reviews really are and why we have them 3. Why giving the right kind of feedback is critical 4. Myths about performance reviews 5. How often to give performance feedback 6. Essential steps in dealing with issues 7. Documentation 8. Underutilized methods 9. How to communicate both positive and negative feedback 10. How to open up clogged lines of communication for a two-way give and take 11. Top five most common feedback mistakes and how to avoid them 12. Kinds of feedback that will eliminate stress of the annual performance review 13. Tips for success
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Myths About Performance Reviews Appraisals arent expected Appraisals arent fair Appraisals arent balance
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What to Avoid When Communicating 1. Psychobabble 2. Inappropriate word usage 3. Body language 4. Rumors 5. Location
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Why These Kinds of Feedback Sessions Will Virtually Eliminate the Stress of the Annual Performance Review for You and Your Employee
Open dialogue enables the employee to undertake risks and receive rewards based on their knowledge of acceptable organizational policy Stevens
Real-World Life Scripts to Help You Know What to Say and Avoid Saying During Feedback Sessions
Acceptable You sat there while the phone rang and did not answer it. Your sales reports are 10 days overdue. Mary the service manager states that you have missed her last two staff meetings. Unacceptable You dont like to talk to people on the phone. Your sales reports are incorrect, sloppy, and lack analytical skills. Your disrespect of Mary is rude and inappropriate.
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Tips for Success Use coaching when needed. Feedback is central and often. Base feedback on observable behavior. Use counseling if necessary. Individual is an integral part of goal setting and ongoing evaluations. Use evaluations to inform, guide, and assess talent for organizational success. Evaluations are timely, balanced, nonjudgmental, and treat talent as assets!
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Recommended Resources
Audio CDs
The Art of Being Assertive Communicate With Confidence Effective Coaching How to Handle Conflict and Confrontation How to Handle Difficult People How to Manage Projects, Priorities & Deadlines Mastering the 7 Habits (4-program set) Money Mastery (with CD-ROM) Motivation and Goal-Setting The Power of Persuasion
Manuals
Finding and Hiring the Right People Learn to Listen The Managers Role as a Coach Negaholics No More Think Like a Manager, Third Edition
Books
101 Sample Write-Ups 3003 Ideas in a Box (3-volume set) Discipline Without Punishment Fair, Square, and Legal Lifescripts (with CD-ROM)
To order resources, call Customer Service at 1-800-258-7246, or visit our Web site at www.NationalSeminarsTraining.com
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Bonus
Materials
Dear Customer, You are a valued customer and to say thank you, we have included the following as a bonus for you. We believe youll find it helpful as a job aid or to further your knowledge beyond todays broadcast. Thank you,
PRESENTED BY
ROCKHURST AUDIO
CONFERENCE SERIES,
A DIVISION OF ROCKHURST
UNIVERSITY CONTINUING
1107
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