e-Training Solutions Objectives What is performance management? Step 1: Develop a Performance Plan Step 2: Keep the Plan on Track Step 3: Complete.

e-Training Solutionse-Training Solutions

Objectives

What is performance management?

Step 1: Develop a Performance Plan

Step 2: Keep the Plan on Track

Step 3: Complete an Annual Review

The benefits of performance management?

Input from Employee

MANAGER

EMPLOYEE

Feedback from Manager

Step 1:develop a plan

Job Description

Performance Factors

Goals & Objectives

Goals and Objectives

Specific

Measurable

Attainable

Results-Oriented

Time-Bound

Who works for you?

Old New

Step-by-Step Random Access

Text First Graphics

Stand Alone Connected

Passive Active

Work-Oriented Play-Oreiented

Who works for you?

Old New

Patience Pay Off

Reality Fantasy

Technology is Foe Technology isFriend

Passive Active

F-requent Feedback

Frequent feedback ensures that employees are given feedback at

their unique rates of need.

A-ccurate Feedback

Accurate feedback ensures employees receive feedback that is correct, balanced, and appropriate.

S-pecific Feedback

Specific feedback helps the recipient define exactly what next steps are needed to achieve the best results.

T-imely Feedback

Timely feedback ensures employees receive feedback soon enough for it to have an impact on performance.

T-imely Feedback

Timely feedback ensures employees receive feedback soon enough for it to have an impact on performance.

Step 43Annual Performance Review

Assemble the information

Choose a rating Write the

narrative: results and examples

Draft new goals

Pitfalls to accurate reviews

Relying on gut feelings

Over-emphasizing the employee’s recent performance

Lowering your standard

“Softening” a ratio to avoid confrontation

Pitfall #5Letting personal biases get in the way

Negative/positive leniency

Central tendencyAttribution biasComparison

syndromeFirst impression

distortion

Halo effect

“Similar to me” distortion

Stereotyping

Blaming personality, not behavior.

Step 5: Review your evaluation with your supervisor or Human Resources

Brings fresh perspective to the evaluation Counsels you on how to handle poor performance

issues Ensures your procedures are in line with

company policies. Ensures the appraisal is conducted according to

Equal Employment Opportunity Commission guidelines

Ensures performance documentation supports your salary recommendation

Step 6:Schedule the review

Choose a private

place for the review

meeting

Select the best day

and time

Notify the

employee

Step 7:Conduct the performance review

Welcome the employee

Employee presents his or her self-evaluation

You present your evaluation

Jointly develop a new performance plan

Discuss the employee’s salary change

Schedule the first progress review meeting

Ask for the employee’s signature on review form

Send documentation to Human Resources

The seven steps ofperformance management helps...