Performance Appraisal

This training is for managers who want to build a consistent, deliberate practice across the team, from goal setting to feedback. We show how the annual review can become a tool that supports development and engagement.

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Length 1–2 days

Development format training

How it works Group · in person or online · Thod support available on request

What is the program about?

A 1- or 2-day group training, in person or online; Thod support available on request.

In most organizations, the annual performance review is a mandatory ritual that both sides want to get over with as quickly as possible. Yet it is one of the occasions when a manager can genuinely influence an employee's development and engagement, provided there is a shared practice for it and not every manager does it differently.

What you take away: more consistent and more effective communication about performance; commitment to a performance and feedback culture, and ownership of the team's atmosphere and norms; more deliberate communication when passing on senior leadership decisions.

Who is the program for?

For managers who want to build a consistent, deliberate practice across the team, from goal setting to feedback. It is especially timely when goal-setting, performance management and appraisal processes need improving.

When is it worth starting?

there is no consistent, deliberate practice for talking about performance
performance reviews need to become more structured, from the opening to the close.

How we work

All three elements of performance management are covered: goal setting, performance management and appraisal, and we also learn how to match support to each employee's level of readiness and motivation. We use the levels of feedback so that they develop people, not just rate them.

Managers learn to structure the review conversation from the opening to the close and to use the different types of feedback deliberately.

Program topics

understanding performance: manager and employee performance, the competency framework
the individual and performance, the psychology of effective work: engagement, commitment, the psychological contract
supporting the employee goal-setting process
structuring the performance review conversation, from the opening to a close with a positive impact
levels and types of feedback, and effective feedback.

Delivery

We tailor the weighting of the topics to the client organization's situation. On request, we support the program with the Thod learning support system, which helps participants keep applying what they have learned between training days.

It is also worth starting if:

the goal is to build a feedback culture and strengthen commitment to feedback
senior leadership decisions need to be communicated more deliberately to lower levels.