Conducting Appraisal and Formal Feedback

Who is the workshop intended for?

The target group is the leaders at all organizational levels and all who are in the position of giving feedback to others for their effect. If in your organization, in addition to the usual conversations with teams and individuals, there is a system of (semi) annual conversations that do not achieve their real goals, behind which there is no systematic development and jumps in motivation but are only performed formally and in a hurry by leaders who have no necessary knowledge and skills, this is a workshop for your employees as well as internal trainers.

Training objectives

The main goal of the training is to keep the leaders aware of the importance and benefit of high-quality development discussions with employees and raise their competence in the key domains of monitoring and commenting on staff performance and development as well as responses to employee reactions. The leaders will also learn basic set-up models so that each conversation with the employee (on a weekly, monthly or annual basis) would result in specific tasks and progress. An additional goal is to raise awareness of the purpose (introduction) of a system for assessing competences and staff performance, and to empower them in their own work in this field (how to analyze, define priorities and needs, and how to observe them).

Workshop content

• Role of leader – domain awareness and its importance
• Systematic and active work with people – How to motivate, prepare and secure time?
• Monitoring employee results and development conversations – phases
• Evaluation of competence and performance – raising objectivity
• Preparing for developmental talk and giving feedback on performance and status
• Starting conversations – techniques, ways, approaches
• Seeking opinions, ideas and wishes from the other side – how?
• Transmitting key messages – feedback methods
• Constructive conversation – skills – exercises
• How to respond to employee reactions?
• How to ask for and receive feedback from employees?
• Negotiating skills for (semi) annual interviews
• Goal setting models – foundations for success
• Defining the initial follow-up steps
• The motivation for action and concluding conversations
• Follow-up processes.

DURATION: ONE DAY TRAINING PROGRAM 

Leadership

Conducting appraisal and formal feedback