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Appraising People and Performance

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An organization’s success can only be assured when individuals contribute their part in achieving the overall company goals. An effective, on-going performance management process is critical to making sure each team member understands his/her goals and expectations and is evaluated fairly. In this program, we will talk about the three critical pieces to managing an employee’s performance and helping them achieve stellar results: expectation/goal setting, coaching, and the “formal” performance appraisal.

Appraising People and Performance will take you approximately two hours to complete. You can do it all at once or in parts (you will restart from wherever you leave off). After you complete the course all the way through, you can revisit any lessons/topics you’d like – as many times as you’d like over the next 6 months. Let’s get started! Click on Lesson 1 below to get started on Appraising People and Performance!

 

Course Content

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Lessons Status
1

Participant Guide for Appraising People and Performance Program

2

Introduction

3

Performance Management
  • No Surprises!
  • Awkward Performance Review
  • On-Going Accountability Process
  • Word (or Words) Describing Your Current Performance Management
  • Reviews = Awesome
  • Benefits to Performance Management

4

Establishing Goals and Expectations
  • "How do I know what goals to set?"
  • Base Goals on Where the Organization and Team/Department are Going
  • “I busted my tail last year to achieve my goals. Now you’re expecting me to do more this year?”
  • “I have the same job title as Susie. Why are her goals so much different and lower than mine?”
  • "As long as I perform, how I act at work doesn't matter."
  • "How do I ensure I set the right goals?"

5

SMART Goals
  • Specific
  • Measurable
  • How to Measure Behavior and Define Measures
  • Define Measures Example
  • Define Measures - Quiz
  • Attainable
  • Relevant
  • Time Bound
  • Is this SMART?
  • Practice Writing a SMART Goal
  • Sears Case Study
  • Sears Case Study Debrief

6

Coaching
  • What is Coaching?
  • Coaching True or False

7

Documenting Reviews/Coaching
  • Why document performance management?
  • Importance of Documentation for Performance Management
  • How could these comments be rewritten to be more meaningful?

8

Conducting a Formal Review
  • Employee Self Evaluation
  • Complete a Draft of the Form
  • Be Honest in Your Ratings
  • Conducting the Performance Discussion - Identify Solutions
  • Conducting the Performance Discussion - Motivating & Career Development
  • Completing the Review Process
  • Performance Management is Ongoing…

9

Assignments - Finding Out About Your Company’s Form and Policies

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Participant Guide for Appraising People and Performance Program
Introduction
Performance Management
  • No Surprises!
  • Awkward Performance Review
  • On-Going Accountability Process
  • Word (or Words) Describing Your Current Performance Management
  • Reviews = Awesome
  • Benefits to Performance Management
Establishing Goals and Expectations
  • "How do I know what goals to set?"
  • Base Goals on Where the Organization and Team/Department are Going
  • “I busted my tail last year to achieve my goals. Now you’re expecting me to do more this year?”
  • “I have the same job title as Susie. Why are her goals so much different and lower than mine?”
  • "As long as I perform, how I act at work doesn't matter."
  • "How do I ensure I set the right goals?"
SMART Goals
  • Specific
  • Measurable
  • How to Measure Behavior and Define Measures
  • Define Measures Example
  • Define Measures - Quiz
  • Attainable
  • Relevant
  • Time Bound
  • Is this SMART?
  • Practice Writing a SMART Goal
  • Sears Case Study
  • Sears Case Study Debrief
Coaching
  • What is Coaching?
  • Coaching True or False
Documenting Reviews/Coaching
  • Why document performance management?
  • Importance of Documentation for Performance Management
  • How could these comments be rewritten to be more meaningful?
Conducting a Formal Review
  • Employee Self Evaluation
  • Complete a Draft of the Form
  • Be Honest in Your Ratings
  • Conducting the Performance Discussion - Identify Solutions
  • Conducting the Performance Discussion - Motivating & Career Development
  • Completing the Review Process
  • Performance Management is Ongoing…
Assignments - Finding Out About Your Company’s Form and Policies

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ABOUT PEOPLEWORKS, INC.

Since 1998, we’ve been creating and delivering customized interactive training programs, workshops, seminars, keynotes, and coaching sessions. Contact us today to learn more about how we can partner with you!

FROM OUR CLIENTS

“It was an amazing experience to work with you! Since our conference I have traveled around the state and EVERYONE has told me it was the BEST conference of all time. They had fun, learned many things and several people have said ‘I could have listened to her for 2 full days’. Great job KATHY!!”
—Sara Persons, Statewide Coordinator, Children & Families of Iowa

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