Cursus Functionerings- en beoordelingsgesprekken voeren in Rotterdam

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.

Read the full description of the Conducting Performance and Appraisal Interviews course

All dates in Rotterdam

None of the dates suitable? In-company takes place on a day of your choosing, and the course also runs in other cities.

Where in Rotterdam

Who you'll learn from in Rotterdam

• Rob Trainer in communication and leadership Score 8,6 from 346 evaluations
• Marjorie Personal development trainer Rating 8,9 from 125 evaluations
• Joris Trainer in communication and leadership Rating 8,6 out of 122 evaluations
• Akbar Agile Scrum, lean and project management trainer Rating 8.6 from 87 evaluations

What participants thought

• “Very well thought-out course. Theory, applying it yourself, role play (which elements work and which do not), role play again. So that all facets were covered through repetition. Training is repetition. The trainer created a very pleasant atmosphere and had perfect expertise.”

  H. Hofland, P-Services HR Group- Conducting Performance and Appraisal Interviews

• “This course puts you in a better position to apply personal and business objectives in a professional and human way.”

  A. Keuken - DEPOT Software - Conducting Performance and Appraisal Reviews

• “An instructive course with plenty of room for feedback, questions and brainstorming. The trainer presented the topics clearly and in a relaxed manner, which was very pleasant. She also left plenty of room to deal with questions.”

  A. Dincer, Politie Limburg-Zuid- Conducting Performance and Appraisal Interviews

• “I had a private course instead of a two-day course. It was intensive, but incredibly instructive. I notice that filming gives a lot of insight into the way you conduct a conversation. Beforehand I thought it would be a long day, but in the end the time went very quickly. We were able to cover a lot of topics and the variety keeps you sharp. I am very satisfied with the trainer. The personal approach and the link to the previous course in particular were very good.”

  C. Zanoni, Stg. Werkgever Sportclubs- Conducting Performance and Appraisal Interviews

Frequently asked questions

How long does the Conducting Appraisal and Performance Review Meetings course take and what does it cost?

The course lasts two days and you follow it in a classroom setting in a small group of no more than eight participants. In those two days you learn to prepare conversations, provide structure, apply conversation techniques and deal with emotions and resistance. Course materials and a certificate of attendance are included. For the current price, see the course page or request a quotation.

Who is the Conducting Performance and Appraisal Interviews course intended for?

The course is intended for HR managers, managers and team leaders who want to conduct performance and appraisal interviews in a professional, objective way. Whether you have just taken on a management role or have years of experience: you learn to prepare, structure and steer conversations. No prior knowledge is required. The group consists of a maximum of eight participants, so there is room for your own practical situations and learning objectives.

Which conversation techniques do you learn during the Conducting Performance and Appraisal Interviews course?

During this 2-day classroom course you will learn techniques such as active listening, asking follow-up questions and summarising in order to get to the heart of the matter. You will also practise with the STAR method for objective evaluation, setting SMART goals, giving and receiving feedback, and dealing with emotions and resistance. In addition, you will work with the communication model and a fixed conversation model for appraisals.

What is the difference between a performance interview and an appraisal interview?

A performance interview is a two-way conversation in which you and your employee look back and ahead together at the work, the working relationship and development. An appraisal interview is one-way traffic: as a manager, you give a judgement on performance over the past period. In the two-day Conducting performance and appraisal interviews course, you learn to distinguish between both types of conversation and to use them purposefully within the Performance Management Cycle.

What prior knowledge do you need for the Conducting Appraisal and Performance Review Meetings course?

You do not need any specific prior education for this course. It is, however, useful if your work involves managing people or HR responsibilities, so that you can apply what you learn straight away. During the telephone intake interview, the trainer will assess your experience and learning objectives, after which the programme of the two-day course will be tailored to your situation.

Do you receive a certificate after the Conducting Performance and Appraisal Interviews course?

Yes, after the two-day course you receive a certificate of participation from LearnIt. This certificate shows that you actively took part in both course days and have been trained in conducting performance and appraisal interviews, in conversation techniques such as listening, probing and summarising, and in methods such as STAR and SMART. A useful addition to your CV or HR portfolio.

What is the difference between this classroom course and an online course in conversation skills?

The classroom-based Conducting Appraisal and Performance Review Meetings course lasts two days. The difference with an online course lies mainly in the practice: you conduct real practice conversations in a group of no more than eight participants, receive immediate feedback from the trainer and fellow participants, and practise dealing with emotions and resistance in realistic scenarios. An online course is suitable for theory such as the Performance Management Cycle, the STAR method and formulating SMART objectives. Skills such as probing, summarising and dealing with resistance are learned more effectively in a classroom setting, because body language and tone of voice can only be trained live. Beforehand, a telephone intake conversation takes place in which your personal learning objectives are mapped out, so that the programme matches them. Choose online if you mainly want to acquire knowledge; choose classroom-based if you want to develop your conversational skills.

When should you opt for a classroom course on performance interviews instead of learning on the job with an HR colleague?

Learning on the job works perfectly well if you hold the occasional conversation and an experienced HR colleague is available to look over your shoulder. A classroom course is the more logical choice in three situations. First: you hold conversations with several members of staff on a structural basis and want a consistent approach based on a fixed conversation model. Second: you want to practise difficult situations (emotions, resistance, bad news) without this being at the expense of a real member of staff. Third: you want feedback on your own conversational style, not just on the content. The course lasts two days and works with a maximum of eight participants. You practise with role plays around the STAR method, SMART objectives and the Performance Management Cycle.