• Employee Confirmations
• Employee Promotions & Compensation
• Identifying Need for Training and Development
• Employee Feedback & Grievances

For more information on Objectives and Process of Performance Appraisals, read our article, 'Performance Appraisal - A Directive to Achieving Organizational Goals'.

Performance Dialogues

It truly is a challenge for managers to have a fruitful dialogue on performance when discussions are about the areas that do not match up to expectations. It is equally challenging for a manager when the discussions are about scaling up productivity of top performers.

It is the responsibility of a manager to set the stage and control the conversation in order to have a constructive and progressive dialogue. Through performance dialogues the managers should engage the employees to attain these outcomes:

• To ascertain solutions to address areas of improvement
• Ensure corrective actions are mutually agreed upon
• Action plans for the corrective actions to be prioritized

The following article on Performance Appraisal methods is useful to understand the various methods that managers can use to enhance the efficacy of the evaluation.

Performance Review Training

This program for Managers conducted by Momentum Training Solutions equips Leaders with the soft skills that are required to elucidate the performance of an individual or a group/team and to develop them through coaching interventions for achieving organizational objectives.

• Emotional Intelligence - Emotional Intelligence is best described as an ability or capacity to perceive, assess, and manage the emotions of one's self, and of others. While discussing employee performance during performance appraisals more often than not emotions run high. And Emotional Intelligence Training ensures mangers control and direct discussions towards a productive conclusion.
• Coaching Skills: In order to establish performance review as a collaborative process it is important that the managers are trained to be coaches. Our Coaching and Mentoring Training helps to attain this objective
• Staff Appraisal Training can help managers conduct fair and effective performance evaluations, provide feedback to employees, and create a culture of continuous improvement within their organization.

Employee Performance Appraisal Training Modules

The Performance Appraisal Training for Managers conducted by Momentum Training Solutions focuses on enriching the communication in performance dialogues that result in employee development and realized organizational goals.

• Skills of Dialogue using the Ladder of Influence
  • Enquiry
  • Advocacy
  • Reflective Listening
• Giving Impactful feedback
• Transactional Analysis
• Situational Leadership
• Emotional Intelligence
• Coaching & Mentoring
• Action Planning & Follow-up

For a detailed training outline download the PDF – Workshop Outline

Following are some of our clients for whom Momentum Training Solutions has conducted Performance Appraisal Training

• Novartis
• Standard Chartered Global Business Services
• Renault Nissan
• Caterpillar
• Sanmina SCI

Performance Dialogues Outline

Performance Dialogue

Overview:

Transform the leaders’ new understanding of a performance dialogue and enable them to make a difference to the individual & the organization through the conversation.

Productivity is directly related to the effectiveness of communication that happens in the workplace. Transactional Analysis was founded by Eric Berne and has wide applications in organizational and personal development, encompassing communications, management, personality, relationships and behavior. It helps to enrich your dealings with people and your understanding of yourself.

As a manager it is essential to improve employee performance on a continuous basis and the best way to do this is through coaching and mentoring. This training equips the manager with the necessary skills to be an effective coach and mentor.

Objective:

This training focuses on three core areas of communication:

• Improving your understanding of your transactions with people
• Providing you alternate ways of conducting your transactions with people
• Increasing the effectiveness of your transactions with people

Outcomes:

• “This is an integral part of my work.”
• “I have the ability to make a difference through this conversation.”
•  “I am collaborating with you in your performance.”
•  “There something in it for me.”
•  “I will feel less anxious about giving honest performance feedback.”
• Understanding the difference between coaching and mentoring
• Learning how to coach and mentor
• Recognizing when to act as a coach and when to act as a mentor
• Learning ways to motivate employees
• Using the ways in which coaching and mentoring can help in their career growth
• Realizing their current skills as a coach and mentor

Workshop Outline:

Introduction:

• Setting the Intention
  • Encourage the group to get in touch with their personal experience regarding Performance Dialogues
    • What are some of the challenges around Performance Dialogues that keep you awake at night
    • Think of some of your bad experiences (either as a manager or employee) with Performance Dialogues and describe what made the experience ‘bad’
    • Think of some of your good experiences (either as a manager or employee) with Performance Dialogues and describe what made the experience ‘good’
  • From the discussion develop:
    • Some challenges
    • Some skills
    • Some elements

Preparation:

• Knowing your team member
• SWOT Analysis

Skills of Dialogue using the Ladder of Influence:

• Enquiry – Question
  • Developing effective probing skills
    • Asking the right questions
    • Paraphrasing
    • Summarizing
• Advocacy – Tell
  • Structuring communication:
    • Having a clear objective
    • Highlighting critical points
    • Being clear and concise
    • Understanding the audience
    • Rapport building
  • Delivering feedback:
    • Input
    • Practice
    • Feedback
• Reflective listening [managing emotions] – Listen
  • Listening
  • Active Listening
  • Reflective Listening
  • Empathy

Giving Impactful Feedback:

• Differentiate between observation & judgment
• Anxieties of giving feedback
• Being emotionally intelligent
• Bringing all relevant issues into the discussion
• Setting up for success going forward
• The importance of giving and receiving regular feedback
  • Structure of effective feedback
  • Building on strengths
  • Understanding and working with areas of improvement
• Situational feedback
  • Identifying developmental level of team member
  • Matching feedback style to development level
  • Understanding the kind of feedback that is required for task behavior and relationship behavior
• Motivation & feedback
• Giving feedback for ‘skill’ issues and ‘will’ issues
• Removal of Biases while appraising when conducting performance dialogue
• Building a culture of continuous feedback

Transactional Analysis:

The Basics of TA in Communication

• To help you communicate effectively through an enhanced understanding of yourself, others and relationships.
  • Transactional Analysis:
    • What is it?
    • How will it help me?

Concept of Transactional Analysis

• To enable participants to differentiate and relate to the various ego states.
  • Ego States: Before, During and After
    • Parent
    • Child
    • Adult

Dominance of Ego states

• To educate participants as to the reasons and factors involving dominance of certain ego states.
  • Transaction Route Factors
    • Relationships
    • Recognition
    • Self Image

Situational Leadership Skills:

• Diagnosis—The First Skill of a Situational Leader
  • Define Development Level as a Measure of a Person’s Competence and Commitment on a Specific Goal or Task
  • Identify the Characteristics and Needs of Others
  • Develop Skills in Successfully Diagnosing Development Level
• Flexibility—The Second Skill of a Situational Leader
  • Identify Directive and Supportive Behaviors
  • Describe the Four Leadership Styles: Directing, Coaching, Supporting, and Delegating
  • Learn What a Leader Does in All Four Styles
  • Be Able to Start a Conversation in Each of the Four Styles
  • Describe Differences between the Four Leadership Styles
  • Learn How Flexible You Are and Which of the Four Styles You Are Most Comfortable Using
  • Identify the Skills You Need in Order to Adapt Your Leadership Style from One Situation to Another
• The Match
  • Match Leadership Style to Development Level
  • Learn How Effective You Are in Diagnosing Development Level and Choosing the Appropriate Leadership Style
  • Practice Diagnosing Development Level and Using the Four Leadership Styles

Coaching and Mentoring:

The Coaching & Mentoring section will cover the following topics:

• Coaching and its importance
• Difference between Coaching & Mentoring
• Phases of Coaching
  • Preparation
  • Negotiation
  • Enabling
  • Feedback
  • Dealing with Obstacles
  • Follow Up

Action Planning and Follow-up:

• Jointly constructing action plans for improvement
• Gaining agreement
• Setting timelines for follow-ups

Training Hours:

The duration of the training program will be 16 hours.