Avoiding Year-End Nightmare of Performance Review
  • CODE : REBE-0041
  • Duration : 90 Minutes
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Rebecca Staton-Reinstein, Ph.D., and President of Advantage Leadership, Inc. work with leaders and their organizations to increase your bottom-line results through strategic leadership, engaged employees, and delighted customers in all economic sectors. Draw on her proven ability to mentor you through a major change, customizing successful solutions to your complex issues. For over 25 years, Rebecca has contributed value as an executive, manager, educator, and consultant, honored on four continents. She is a Ph.D. in organizational development, a National Speakers Association Legacy Professional Member and St. Petersburg Engineering Academy Foreign Member and author of books on strategic leadership and planning.

Companies find performance management more important than ever before. There are sophisticated software tools to aid managers and HR professionals to execute more effective annual performance reviews. Even with advanced technology, managers and employees often dread this annual ritual. The best performers often find it the most frustrating and even de-motivating aspect of their jobs. Over reliance on technology to cope with the increasing work pressures adds to the negative experience. Avoid these pitfalls by taking four basic steps. If you are an HR manager, train and encourage managers to use these approaches no matter what technology you are using. These proven actions get results, reduce everyone’s frustration, and raise overall and individual performance.

Performance review is a dialogue between the leader and the team member, constantly evolving and leading to growth on the part of the employee.

As a result of this webinar, you will be able to:

  • Develop and deploy an approach adaptable to any performance review system
  • Integrate performance with mission focus and fulfillment
  • Plan tactical and developmental performance results
  • Empower HR, managers, and employees to monitor progress regularly
  • Track results not activities and take corrective action quickly
  • Continuously improve individual performance, manager's ability to affect performance, and HR’s access to data to improve the review process.

Areas Covered

  • Relationship between performance improvement and review
  • Assessing your current review system, including available tools
  • Harnessing the power of mission in driving performance and results
  • Creating performance tactical and developmental plans based on organizational plans
  • No Surprises: Integrating regular tactical performance review into day-to-day management
  • Efficiently integrating quarterly review to boost performance
  • Acting quickly on all tactical and strategic results in real time
  • Lessons Learned: Learning formally from every encounter
  • Assessing Lessons Learned data to improve the review process
  • The annual review: Focus Forward Not Backward

Course Level - Basic to Intermediate

Who Should Attend

  • HR professionals
  • Managers from team leader and first-line supervisor to top executive
  • Project managers
  • First-time managers
  • Technical managers
  • Executives and HR charged with improving performance

Why Should You Attend

The more we come to rely on technology to select, track results, and review performance, the easier it is to miss the important key to success, matching the individual's talents to the needs of the job. The more we perform this important review only once a year, the less likely we are to have a real impact on improving performance. Most managers and employees dread the annual exercise. Few find it helpful. Take an entirely different and proven approach to performance review that results in better performance from more engaged employees.

Topic Background

Performance Review is a part of almost every organization.

  • $200.00



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