Course Summary:
Any great boss will tell you that employee reviews are a cornerstone for having happy and productive employees. Employees need to know what their strengths and weaknesses are. Once an employee understands their performance, you and the employee can take steps to improve their weaknesses.
Course Objectives:
Research has consistently demonstrated that when clear goals are associated with learning, it occurs more easily and rapidly. With that in mind, let’s review our goals for today.
At the end of this workshop, participants should be able to:
- Understand the process of conducting an annual review.
- Determine the categories for an annual review.
- Know the mistakes managers make during an annual review.
- Understand the concept of pay for performance.
- Know how to tie employee compensation to firm-wide returns.
- Know the value of employee communication.
- Gauge employees’ happiness.
Course Outline
Module One: Getting Started
Module Two: How to Conduct Annual Reviews
- Develop the Process
- Set Benchmarks Early
- Agreement with Set Benchmarks
- Hold an Effective Meeting
- Case Study
- Module Two: Review Questions
Module Three: Categories for Annual Review I
- Company Mission and Values
- Customer Service and Quality Control
- Problem - Solving/Judgment
- Production
- Case Study
- Module Three: Review Questions
Module Four: Categories for Annual Review II
- Work Style
- Resource Management
- Communications Skills
- Teamwork
- Case Study
- Module Four: Review Questions
Module Five: Common Mistakes Managers Make when Conducting Employee Reviews I
- Contrast Effect
- Similar-to-me Effect
- Halo (or horn) Effect
- Central Tendency
- Case Study
- Module Five: Review Questions
Module Six: Common Mistakes Managers Make when Conducting Employee Reviews II
- Leniency/Desire to Please
- First Impression Bias
- Rater Bias
- Recency Effect
- Case Study
- Module Six: Review Questions
Module Seven: Successful Tips for Concept of Pay for Performance
- No Surprises
- Focus on the Basics
- Show Clear Disparity
- One for All and All for One
- Case Study
- Module Seven: Review Questions
Module Eight: How to Tie Employee Compensation to Firm-Wide Returns
- Set Quarterly Revenue Target
- Set Employee Goal
- Conduct Quarterly Reviews
- Pay Out Quarterly
- Case Study
- Module Eight: Review Questions
Module Nine: How to Communicate Employee Expectations Effectively
- Have Regular Conversations
- State What's Working
- Be Honest
- Provide Mentoring
- Case Study
- Module Nine: Review Questions
Module Ten: Meaningful Questions to Gauge Employee Happiness I
- Ask Questions Frequently
- How Transparent is Management?
- Rate Quality of Facility?
- Contributing Factors to Work Easier?
- Case Study
- Module Ten: Review Questions
Module Eleven: Meaningful Questions to Gauge Employee Happiness II
- What makes you Productive?
- Recognition?
- Opportunities to Grow and Advance?
- Confidence in Leadership?
- Case Study
- Module Eleven: Review Questions
Module Twelve: Wrapping Up
