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Conducting Effective Performance Reviews
in the Tribal Workplace





Having an effective performance review process for employees is vitally important. If you aren’t giving productive performance reviews, you’re missing out on an essential component of employee development. This hands-on class will help you learn how to give specific feedback that makes it “click” for workers. We’ll help you develop skills in observing, listening and asking the right questions so you have the tools you need to monitor and evaluate employee performance. You’ll also learn how to set goals and objectives to aim for, giving both supervisors and employees a focus. You’ll also learn how to align employee performance with overall tribal objectives.

A stronger workforce translates into a thriving tribal community. When you’re properly evaluating employees it’s a win-win: they get help developing their careers, and you get a chance to improve results by reinforcing good work behaviors and coaxing out improvement where it’s needed. In this class, you’ll learn what it takes to have an effective interview process, including how to work with employees to set performance standards and goals, and you’ll have the opportunity to practice the process in a supportive atmosphere.

You might be surprised—many workers don’t have a clue about what their own strengths and weaknesses are. They don’t know what they are doing that they should keep doing, and what they need to change. Take this valuable class and learn how to effectively deliver feedback, both positive and negative, on a regular and timely basis so that tribal employees can grow and develop.

Bring job descriptions for any positions you need to evaluate and get individualized feedback from the instructor!

T O P I C S   I N C L U D E
What are Performance Appraisals?
  • What are the purposes?
  • When should you conduct them?
  • Building trust
Common Errors and Solutions
  • Leniency or stringency
  • Halo/Horn Effect
  • Error of central tendency
Types of Performance Reviews: Choosing What Works
  • Formal review
  • Annual review
  • Semi-annual review
  • Probationary review
  • Informal review
  • 360-degree performance review
The Performance Management Process
  • Goal setting
  • Ordinary feedback
  • Coaching
  • Performance appraisal
  • Sample performance appraisal forms
Setting Standards and Goals
  • Identifying dreams
  • Setting goals
  • Using dreams and goals to guide day-to-day planning and prioritizing
Communication Strategies
  • Questioning skills and techniques
  • What makes a good question
  • What makes a bad question
  • Nonverbal communication
Giving Feedback
  • Why it's so important
  • Characteristics of good feedback
  • Case studies
Accepting Criticism from Employees
  • Tips and tricks for accepting criticism
Planning and Conducting the Interview
  • Checklist
  • Format for the interview
  • Case studies
Coaching and Maintaining Performance
  • Why coaching is important
  • Secrets of successful coaching
  • Preparing for a coaching session
  • How to modify work behavior
Appraisal Preparation
  • Planning your opening
  • Planning the discussion
  • Planning the closing
  • Rating scale for employees
Handling Performance Problems
  • Key action steps
  • Behavior contracts
  • Recognizing employee improvement
Terminating an Employee
  • Positives and negatives
  • Checklist for what to do
  • Role play
Performance Management Checklists for:
  • The fundamentals of the process
  • Objectives and results
  • Support plan
  • Meeting with your employees
  • Ongoing support and feedback
  • Performance interview
  • Performance review
The Performance Management Cycle
  • Performance improvement
  • The basis for review
  • Performance standards
  • Performance review
Setting Standards
  • How are standards defined?
  • Who sets standards?
  • Your role
  • Employee's role
  • Group's role
Creating a Performance Development Plan
  • Career planning
  • Succession planning
  • Coaching
  • Goal setting
Feedback and Communication Skills
  • Making sure feedback is constructive
  • Giving people time to prepare
  • Common communication barriers
  • Feedback scenarios
Listening Skills
  • Active listening
  • Responding to feelings
  • Reading cues

*Topics subject to change.

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