Are you implementing a new appraisal system or updating and improving the one you have? This pack contains all the ready-made training materials you need to get everyone practising effective performance review skills.
Among the many subjects covered, it includes sections on performance pay, appraising manual workers and understanding an appraisee's perspective. It also shows how to link appraisal and review systems with the Investors in People standard.
Learning applications include:
- Performance appraisals
- Questioning skills
- Feedback
- Communication skills
- Objective setting
List of Activities:
1. Elements of an Effective Performance Review System:
To explore the various elements and techniques that are key to the successful implementation and operation of appraisal-based performance review. The activity provides the trainer with insight into the subject areas in this pack which are of particular interest and benefit to participants and the organisation.
2. Preparation for Review Interviews:
This activity can be used for any training session concerned with appraisal/performance review meetings. In addition, it could be used as a particular example of the benefits of preparation for any meeting or interview situation.
3. Communicating Well Face to Face:
To develop communication skills, with particular emphasis on the appraisal review meetings. This activity can also be used for interpersonal skills training and communication in general sessions.
4. Questions: Types and their Uses
This activity is for use as part of a performance review training programme. It could also be used for communication training in general.
5. Dealing with Conflict:
This activity can be used as part of an appraisal training course. It also has relevance in training for improved communications skills. It could be of value as a module within a supervisor training series.
6. Dealing with Unexpected Responses:
In addition to appraisal training, the activity can be used as part of a communications course and in supervisor training.
7. Criticism: Handling it and Staying Friends:
This activity is of use in any kind of interpersonal skills training, as the principle of both receiving and giving criticism applies to many social situations.
8. Reviewing Past Performance:
In addition to performance review training, this activity can be used as part of a career development workshop and in support of a business development plan.
9. Setting Targets, Goals or Objectives:
This activity is useful as part of a performance review training programme, particularly for managerial roles.
10. Meeting Needs from Work:
This activity covers an essential aspect of performance review. It would also be an appropriate module within a supervisor training programme.
11. A Review Meeting: Appraiser's Perspective
This activity provides an opportunity to put into practice much of the work covered in this training pack. Note that the role-play activity centres on the needs of the appraiser. In the complementary activity, Activity 12, the role-play centres on the demands placed on the appraisee by performance review systems. If you should run this activity shortly after Activity 12, with the same group of participants, you can omit the preliminaries and go straight to the work on appraiser needs and concerns, which immediately precedes the role-play. The same role-play is used in both activities to enable the changes in emphasis from the needs of one party to those of the other party to be identified.
12. A Review Meeting: Appraisee's Perspective
This activity provides an opportunity to put into practice much of the work covered in this training pack. Note that the role-play activity centres on the often neglected needs of the appraisee. In the complementary activity, Activity 11, the role-play centres on the demands placed on the appraiser by performance review systems. If you should run this activity shortly after Activity 11, with the same group of participants, you can omit the preliminaries and go straight to the work on appraisee interests and concerns, which immediately precedes the role-play. The same role-play is used in both activities to enable the changes in emphasis from the needs of one party to those of the other party, to be identified.
13. Appraisal and Performance Pay:
In addition to performance management in conjunction with appraisal, the activity can form part of a motivation theory course. It can also be used as a module in management training courses.
14. Appraisal for Employee Development:
This activity can form part of an overall performance review programme. It can also be used in an information technology introduction programme.
15. Appraisal and Motivation:
Appraisal is just one of many areas of management interest where motivation is an important factor. This activity can be used in any leadership course and also in personal awareness workshops.
16. Appraisal and Investors in People:
This activity can be used in an overall performance review programme, a development programme, a problem-solving programme, or a team-building session.
17. Appraisal: A 360 Approach:
This activity can be used in any performance review course, or an an introduction to a training session for staff being introduced to a new organisation scheme.
18. Appraisal and Manual Workers:
As well as dealing with an extension of the application of appraisal techniques into the manual worker area, this activity can be used as part of an organisation development course or in management training. The activity opens with an overview of the aspects associated with the introduction of an appraisal system.
19. In Conclusion: Performance Review Appraisal
For use as a final session in a performance review programme.
