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1 on 1 Informal Employee Performance Review NEW!
Employees desire performance feedback from their supervisor not just a good job or you can do better every now and then; whether it is informal or formal, we all want meaningful and cyclical appraisal.
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Building Employee Morale - Missed Opportunities NEW!
Building Employee Morale suggests a solution to the problem of employees feeling as if they’ve received a poor score when they’ve been rated as Meeting Performance Standards
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Care and Candor: Making Performance Appraisals Work
Performance appraisal meetings are often dreaded by both the manager and the employee. However, handled correctly, the appraisal meeting can be an invaluable opportunity to learn, grow, and increase motivation -- on both sides of the table.
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Discussing Performance
Every job needs a good person. They need to be well trained and motivated to care about their organization. As supervisors or team leaders, we need to show that we appreciate their efforts and care about their work satisfaction.
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Feedback Solutions
This 4 part series is designed to motivate your people and provide them with the skills to give and receive feedback, improve morale, develop performance, build empowered teams and deliver quality service.
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How Am I Doing? (Revised Edition)
Appraisal interviews offer managers a golden opportunity to identify problems and opportunities, motivate staff and improve performance. But the mishandling of such interviews can create the opposite effect.
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How Leaders Provide Performance Feedback
Explore the skills needed to support employee development in learning organizations.
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Legal and Effective Performance Appraisal
Performance appraisals provide an ideal opportunity for collaborative, two-way communication between supervisors and their employees.
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Let’s T.A.L.K. - Handling the Difficult Performance Appraisal
Managers and supervisors will no longer dread those difficult performance appraisals. T.A.L.K. will propel your company toward better job performance and a more productive work environment.
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Looking Forward: Your Performance Appraisal
Everyone knows that managers need to be trained to lead successful performance appraisal meetings. But did you ever consider the other side of the table? Your employees are a critical piece of the puzzle. Only when both parties are feeling well-prepared and confident can the appraisal meeting achieve its highest potential.
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Not Just Another Meeting (Performance Appraisals)
Easy-to-apply appraisal techniques for managers of industrial personnel.
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Performance Matters: The Importance of Praise (Hosted by John Cleese)
One of the most typical reasons that people consider leaving their jobs is because they feel they aren’t appreciated enough.
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Performance Matters: The Need for Constructive Criticism (Hosted by John Cleese)
Enable managers to employ criticism as a means of preventing the recurrence of mistakes and improving staff performance.
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Performance Review Series: Every Manager’s Nightmares and Every Appraisee’s Dream
This program aims to change the way every person in your organization approaches appraisals. Managers and employees will learn key techniques to be prepared for the performance review.
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SMART-START™ - Employment Law:
This program is part of the award-winning SMART-START™ series.
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SMART-START™ - The Performance Appraisal: What It’s Really All About
This program is part of the award-winning SMART-START™ series.
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Super Supervisors: 5 Employment Law Essentials
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Tall Ships: Building Effective Teams
This fast-paced teamwork simulation game focuses on the ’Seven C’s of Effective Team Performance’: Clarity, Capability, Collaboration, Commitment, Communication, Continuous Improvement and Creativity.
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The Appraisal Interview,
Lessons for Both Parties in the Appraisal
Shows managers how to understand and address the needs of their staff.
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The Continuous Performance Appraisal: Coaching is the Key
A frustrated manager learns the value of follow-through and coaching to help employees meet performance goals.
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The Dreaded Appraisal
Emphasizing the need to remain in control, avoid irrelevant arguments and gain agreement on specific, measurable performance goals.
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The Human Touch Performance Appraisal II
What’s the ideal performance appraisal? It’s frequent communication and feedback on the job.
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