Practical Steps for Effectively Conducting Performance Appraisal, Coaching & Counseling Interactions

About the Course

The American Compensation Association found that companies that have implemented effective Performance Management programs:

Have higher profit, better cash flow & higher stock value

Benefit from significant gains in productivity

Realize higher sales and sales growth per employee

Effective Performance Management programs can be viewed as a ‘win-win - win’ with:

Leaders finding that the approach:

Focuses organizational energy on strategic business objectives

Managers & supervisors finding that it makes it easier to:

Talk to employees about their performance & development opportunities

Identify & communicate what their employees should be doing

Explain their promotion & raise decisions

Employees, to a greater extent understand:

How to improve their performance

Where to concentrate their personal development efforts

The career paths that may be available

A primary reason employee sometimes don’t do what they are supposed to is a lack of clear communication, which can be greatly improved through well-designed and executed performance appraisals, coaching, and counselling programs.

Course Objective

In a perfect work environment, managers would provide their direct reports with continual feedback. Employee feedback is key today because of the rapid changes occurring in organizations, necessitating that employees continually upgrade their skills. Annual conversations do not meet this need.

However, many managers struggle with this need for ongoing coaching because of the demands on their time, and some lack the required techniques. Employees used to expect to work for a boss. Today, they want and need a coach. They want personal and professional development to help them meet their goals.

Regardless of the strain on their time, better managers know that performance management - including performance appraisals supported by ongoing coaching and counseling is the essence of their jobs as managers.

These better managers know that performance management:

Establishes and clarifies expectations—Research has shown that only half of employees understand clearly what is expected of them. Effective managers align employees' expectations with their responsibilities as managers and the organization's goals.

Provides employees with feedback on the spot—when they most need it—to help them perform better and exceed their capabilities. Employees who agree that their manager provides them with timely and meaningful feedback are about three times more likely to be engaged.

Creates individualized accountability - less than half of employees feel their manager holds them accountable for their performance responsibilities. The essence of performance management leading to performance development is built on accountability.

Performance appraisals supported by daily coaching and counseling inspire employees to perform to their capabilities, resulting in a win-win-win - for the organization, the employee, and, not least, the least of which is the manager who is building a high-performing team.

Who is the Target Audience?

Leaders, Managers, Human Resource professionals or Supervisors who want to improve their existing Performance Appraisal process and/or enhance their Coaching, Counseling or Appraisal skills, SHRM Associations, HR Groups on LinkedIn

Basic Knowledge

Basic Knowledge: functioning of a team and the management