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| Introduction to Performance Management | |
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| How is performance management used on the job? | |
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| Who drives the performance management process? | |
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| Why do supervisors avoid their performance management duties? | |
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| Why is performance management so necessary? | |
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| What are the trends in performance management? | |
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| Navigating the Performance Management Process | |
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| What steps should I take to effectively manage employee performance? | |
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| What roles do the supervisor, employee human resources, and others play? | |
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| What if my organizationrsquo;s performance management cycle is different? | |
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| Whatrsquo;s the performance evaluation form got to do with it? | |
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| Whatrsquo;s money got to do with it? | |
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| Clarifying Performance Expectations and Setting Goals | |
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| How can I make my performance expectations clear? | |
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| How can I help the employee better understand my expectations? | |
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| Why does my organization require me to establish written goals with employees? | |
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| What is the best way to establish goals with an employee? | |
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| How can I use the SMAART concept to set clear and measurable goals? | |
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| What kinds of activities make effective performance goals? | |
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| Documenting Performance Fairly and Legally | |
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| Why should I keep complete performance documentation? | |
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| What kinds of documentation should I maintain? | |
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| What are the elements of effective documentation? | |
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| What does good documentation look like? | |
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| How can a performance log make documenting easier? | |
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| How do I use a performance log? | |
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| Making Performance Management a Priority | |
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| Why should performance management be a priority for me? | |
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| How can I become a more disciplined performance manager? | |
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| How can I foster day-to-day performance discussions with my employees? | |
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| Identifying and Addressing Performance Issues | |
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| Are your concerns legitimate performance issues or personal pet peeves? | |
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| How can I tell the difference between behaviors and attitudes? | |
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| What is the best way to prepare for a performance-related discussion? | |
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| How can I make sure that performance-related discussions do not get derailed? | |
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| How can I improve my listening skills? | |
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| Rating Performance Objectively | |
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| Is there one best rating scale for a performance evaluation system? | |
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| How do I explain the rating categories to employees? | |
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| What should rating definitions look like? | |
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| How can I help employees better understand the differences in each rating category? | |
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| How can I ensure that my ratings are defensible if they are ever challenged? | |
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| Writing the Performance Evaluation Document | |
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| Where does the information to be included in the performance evaluation come from? | |
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| What about employeersquo;s self-evaluation? | |
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| How can I make sure I write a clear and effective performance evaluation document? | |
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| What do effectively written performance evaluations have in common? | |
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| What are some helpful words to get the process started? | |
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| How can the poor performance be described diplomatically? | |
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| What are the dos and donrsquo;ts for writing performance evaluation comments? | |
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| What do good performance evaluation comments look like? | |
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| How do I avoid surprising the employee in the performance evaluation document? | |
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| Conducting the Evaluation Meeting | |
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| What are the key rules for conducting a performance evaluation meeting? | |
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| What should happen before you and the employee meet? | |
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| How can | |