In most cases, HR is hard-pressed to gather semi-annual and annual reviews from its managers and department heads. And, performance-review time is often the least favorite time of year for managers and employees alike, producing anxiety and even dissatisfaction if the results are not what employees had hoped.
Most times managers are simply trained to fill in the bubbles or boxes on a rating sheet. The questions can be vague or even inappropriate to an individual’s job duties. Yet managers and employees must plod through the process each year.
Beyond a fill-in-the-box rating system, many organizations work out meaningful written evaluations that focus on the individual rather than the system. When managers first think about the individual and their contributions, the evaluation becomes a focused, personalized discussion that the employee can understand. In addition, the employee can engage in the discussion.
Emphasizing positives, noting challenges or areas of improvement, and managing the conversation are all skills that managers can be trained to develop for this time of the year.
Join us on January 15 when Jill Katz of Assemble HR Consulting will show you how to train supervisors and managers to draft and deliver meaningful and concise performance reviews. Also, because today’s workers generally crave ongoing feedback, she’ll teach you how to train supervisors and managers to coach and mentor their teams on an ongoing basis—and how such continual feedback can be turned into action-oriented, objective performance evaluations.
- How to use annual performance reviews as a springboard to fuel ongoing conversations that drive performance
- How to change your mindset to see the review not as the annual reveal of a performance rating, but as the culmination of meaningful conversations throughout the year
- Tips for engaging employees and their supervisors and managers in the conversation to fuel everyone’s growth and development
- How to address areas where improvement is needed in a candid, caring, and well-documented way
- Why it’s important to start the year off right by setting goals and measuring progress along the way
- Tips to simplify the process so supervisors and managers can focus on the performance conversation rather than stressing about it being time to “check the box” and turn in their performance reviews
- And much more!
YOUR EXPERT INSTRUCTOR
Jill Katz is the founder of Assemble HR Consulting, a boutique Human Resources firm that focuses on Organizational Design, Transformation and Employee Experience. She is the co-host of the well-known webcast, HR Leaders LIVE, a social media influencer, and a speaker about “The Future of Work”.
Ms. Katz brings candid insights, brave questions, humor and empathy to her advisory practice. She is a seasoned executive coach, facilitator and human capital expert with more than 20 years of success in the fashion, retail, digital technology, media, and banking industries. She is best known for her “3C’s Approach”: candor, courage, and care.
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.