Classroom
2 days1250,-
excl. VAT
- Pleasant venue with a good trainer
- Small groups
- Inspiring and motivating
Conducting performance and appraisal interviews requires preparation, structure and the right conversation techniques. In this course you work on a professional approach that motivates your staff and results in concrete agreements.
Description
In this course you will learn how to conduct performance reviews and appraisal interviews in a professional manner. You will gain insight into the differences between the two types of interview and discover when to use which within the Performance Management Cycle.
You work on thorough preparation, a clear conversation structure and the deliberate use of conversation techniques such as listening, probing and summarising. You also practise evaluating objectively, giving and receiving feedback, and dealing with emotions and resistance. Tools such as the STAR method and SMART objectives are covered in detail.
The course is practical in nature: you actively work with realistic situations from your own working practice, so that you can apply what you have learned directly in your conversations with employees.
Topics
- The differences and similarities between appraisal and performance review meetings
- The Performance Management Cycle (PMC)
- The communication model and the influence of your own attitude
- Conversation model for appraisals
- Preparing for the conversation
- Giving the conversation the right structure and build-up
- Using conversation techniques deliberately: listening, asking follow-up questions and summarising
- Objective evaluation
- The STAR method as a tool
- Giving and receiving feedback
- Dealing with emotions and resistance
- Drawing conclusions and making agreements
- Setting concrete objectives with SMART
Result
After this course you will conduct appraisal and performance review meetings that make a difference. You know the difference between the two types of meeting and when to use each within the Performance Management Cycle.
You prepare meetings in a structured way and stay in control during the meeting itself. By listening attentively, asking follow-up questions and summarising, you get to the heart of the matter more quickly. You map out your employees' strengths and pitfalls objectively using the STAR method.
You will also deal better with emotions and resistance at the table. You give and receive feedback in a way that motivates, and you close conversations with clear conclusions and SMART agreements that you and your employee can genuinely work with.
Target audience
This course is intended for (HR) managers and team leaders who want to become skilled in conducting appraisal and performance review meetings. Whether you have just started managing people or already have years of experience: you will learn how to conduct these conversations professionally and effectively.
Teaching method
The course is practical and interactive in design. After an intake, the trainer tailors the programme to your learning objectives and your working situation. You actively practise with realistic conversation exercises, role plays and case studies from your own practice. You receive direct feedback from the trainer and the other participants.
We work in small groups of no more than eight participants, so there is plenty of room for personal attention and for practising new conversation techniques. A safe learning environment is central: you can experiment with new skills and discover what works for you. Theory and practice alternate continuously, so you can apply what you have learned directly in your own performance and appraisal interviews.
Prior knowledge
No specific prior knowledge is required for this course. It does help if your work involves performance or appraisal interviews, or if you are about to take on a role in which you will be conducting these interviews.
Comments
None in particular.
In-company
Would you like to organise this training for a whole group or several groups? This can be cost-effective. For example, we can tailor the content entirely to your organisation, and training a whole group is also cheaper.
Are you looking at large numbers of participants or a complete academy? That involves a great deal. Consider planning and communication, for example, or identifying and agreeing the objectives and content of the training. Or differences in level, feedback mechanisms and safeguarding. Fortunately, Learnit has extensive experience in this field (more than 25 years) and we are happy to help you through this process.
Language
The training is given in Dutch as standard. The trainer has a good command of English. English-language course material can be used. With a minimum enrolment of 3 participants, the training can also be given entirely in English.
