How to Conduct an Outstanding Performance Review

(2 customer reviews)


How to Conduct an Outstanding Performance Review

Why do employees hate performance reviews? First, money is often involved. Second, most managers are horrible at doing them. So, they hate review time, too. The problem is many companies and managers treat performance reviews as an annual or semi-annual event. This causes a tremendous amount of anxiety. To do them well, it has to be a process of performance management. As management guru Steven Covey said, “Treat your employees exactly how you want them to treat your best customers.”

This Real Time Learning and Training Module will give you a plan on How to Conduct an Outstanding Performance Review process. It challenges you to change your thinking and actions for the better.

This module includes:

  • A Performance Review Assessment to identify your strengths and growth areas for reaching the success you desire. Take an honest look at what you are doing well and what might get in the way of your goals.
  • An action-packed article that defines 13 big mistakes managers make and how to fix them.
  • In addition, the video training provides 3 considerations that sets up your reviews for success, and specifics on how to do an effective performance review.

Finally, this RealTime Learning & Training 30-minute microlearning module focuses you on proven and practical steps that will improve your personal effectiveness and results. RCI has taught these skills to thousands of people worldwide.

2 reviews for How to Conduct an Outstanding Performance Review

  1. Patrick Loke

    Agree with your pointers. The malpractice of some organizations in handling the Performance Review is like an annual show of endorsement for the individual’s promotion or salary raise justification, which at the backend, the management already have the idea of who and how much they will award to their employees, they use the Performance Appraisal system scoring just for this purpose as a show of perceived professionalism, which in essence, it defeats the real purpose of employee’s true development aligning to the organization’s business objectives.

  2. Dickson Sedzi

    Performance review is an issue that must be looked at. Most leaders see the time of performance review as an opportunity to “crack the whip”. Some leaders overly concentrate on the result than the process of attaining the result. Great read.

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