Performance Reviews - Essentials of Conversations, Feedback, and Goal Setting for Managers
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Speaker : AMY J KEELY
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When : Thursday, December 05, 2024
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Time : 01 : 00 PM EST
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Amy J. Keely is an award-winning supply-chain marketer with over twenty years of business experience working for small businesses as well as billion-dollar corporations - in a variety of industries – primarily within the disciplines of marketing and operations.
Amy’s specialty areas include supply chain marketing, generational workforce management, small to midsized business growth, and healthcare advocacy. She holds a Bachelor of Arts in English from the University of Michigan with an influence in psychology and communication, and attended Cambridge University in the UK for International Studies. She also holds a Master’s in Business Administration (MBA), a Master of Education (M.Ed.); and a Ph.D. ABD in Philosophy, Aesthetics, and Art Theory.
Her successful marketing campaigns have resulted in earning the highly prestigious industry awards of the American Marketing Association Award and Silver Microphone Award. Amy has traveled extensively throughout the U.S. and globally to countries in Europe and India. It has helped her have a deeper understanding of various cultures in global business.
She has taught classes at both business colleges and art schools in the following disciplines: Management, Business/Business Law, Marketing (Advertising/Digital Media, Public Relations, Sales, Customer Service), Human Resources, English, Communications, Photography, and Fashion Merchandising (Consumer Behavior, Visual Merchandising, Import/Export Taxation, Inventory & Stock Control, Forecasting, etc.).
In addition to published case studies written for the workforce management industry, she is a published author from one of her Ph.D. papers titled The Evaluation or Valuation of Art: An Artist’s Dilemma. Her peer reviewed paper was published in the International Journal of Art and Art History. She is a keynote speaker at major events and conferences as well as being invited to speak at a TEDx event at Grand Valley State University.
Performance review conversations require that strategic key points be discussed but in a diplomatic fashion. Managers must remain in a neutral state of mind which is difficult when frustrated with an employee’s performance. Candid conversations are also necessary when giving a performance review to drive productivity through continuous improvement and for risk management to protect the company.
Provided in the course will be a tested framework for these conversations that yield positive perceptions by the employee leaving them open to the idea of feedback versus criticism.
Tactically, this course will show a formal performance review form template used in large corporations. Discussed will be how to complete each section and when the form is to be completed by both the manager and employee.
Also, frequency and follow-ups will be discussed. These are necessary to prevent the employee from falling behind and for managers to become better listeners to catch and resolve problems before they escalate.
Finally, this course will teach how critical positive reinforcement and rewards are to ensuring that employees perceptions and outcomes. They can also enhance the relationship between the manager employee to build the necessary trust that drives success.
Areas Covered
- How performance reviews are different than performance improvement plans?
- How to use both a formal and informal performance review process to mitigate risk?
- How to properly convey the positive intent of the process?
- Why describing observational information is more challenging (but necessary) than data captured in reports?
- What is required when describing the negative impact of the action or behavior?
- Why dual feedback is necessary and how to prepare both sides for a solution-oriented conversation?
- What type of follow-up after the performance review should occur and by whom?
- How to score a performance review and the types of necessary reward systems that will help drive positive behavior?
Who Should Attend
- Small and mid-sized business owners
- Mid-level managers
- Front-line supervisors and team leads
- Human resource professionals
Why Should You Attend
We have a unique workforce of five generations: Silent Gen (like Warren Buffet), Boomer Gen, Gen-X, Gen-Y (Millennials), and now Gen-Z (Zoomers). Performance reviews have never been easy due to hurt feelings that may demotivate employees.
Unlike the older generations that have learned to take them more constructively, that is not the case with the younger ones. They don’t just get hurt feelings but often will abruptly leave companies. That may not impact large corporations as much, but it can be devastating for mid-size and small businesses. For large corporations, its impact still has an opportunity cost of future potential and training costs losses.
Further, there are often much less skills and resources in mid- to small businesses. Most small companies do not have human resource talent dedicated to the job or managers trained in human resource responsibilities. So, reviews may not be formal but just undocumented conversations while working. This often leaves these organizations open to risk because disgruntled employees often sue their former employers for wrongful termination and other legal theories.
This course provides managers with key strategic and tactical information on the type of conversations required, necessary feedback strategy, and the knowledge about goal setting that increases successes.
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$160.00
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