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 are turning to more conversational approaches, which can be more effective in engaging employees and creating more skilled people. 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.
Join us on June 20 when Dr. William Schiemann of Metrus Group will discuss how to train supervisors and managers to create and deliver meaningful performance reviews. Also, because today’s workers generally crave ongoing feedback, he’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.
After attending this webinar, you will be able to:
- Why performance management must be thought about in a context of employee fulfillment and engagement
- 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
William A. Schiemann is Principal and CEO of Metrus Group and founder of the Metrus Institute. He is known for his pioneering work in the creation of the People Equity (ACE) talent optimization framework, strategic performance metrics and scorecards, organizational alignment, employee engagement/fulfillment and strategic employee surveys that link people to business strategy and drive high performance.
He has consulted extensively with many major corporations on the development and implementation of business strategies, people and HR measurement, talent acquisition and retention, productivity and quality improvement, and creation of high performance cultures.
Schiemann is a thought leader, global speaker and author in the human resources field, having written scores of articles and multiple books in the human capital area, including his recent book, Fulfilled! Critical Choices: Work, Home, Life (Secant Publishing, 2016). He has previously served on the Board of Directors of the HR Certification Institute and the SHRM Foundation, including Chairman of the Foundation in 2010. He has been named a Fellow and Scholar by the Society of Industrial and Organizational Psychology.
This program has been submitted for pre-approval for 1.5 hours of general recertification credit toward PHR and SPHR recertification. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
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.