Performance Review and Development Training

Put yourself in their shoes Improve working relationships. Take your relationship to

the next level Acknowledge employees, communicate their value Open a dialog for next year’s vision and expectations Communicate what has worked and what you are looking

forward to Give them accountability for their goals. Allow them some

goal creation Recognize their interests and passions Communicate what makes them unique on the team No one is perfect. Do the best that you can. Remember

almost everyone is doing the best that they can.

Motivation

January – goals have been set for the year, Supervisors/Managers update and communicate expectations for each element

March – collect from employees a summary of their quarterly accomplishments and progress towards goals. Supervisors/Managers rate their expectations or elements or both to provide feedback. Discuss their input and any developmental feedback. This should be a casual conversation/update.

June – same as March September – same as March December – same as March. Supervisors/Managers attaches all

of the information collected over the year to an overall narrative and a review of goals, and goal development page developed by the supervisor/manager for the next year

Sneak Peak at next year’s process

See attached handout

Code of Conduct

You get out of something what you put into it.

Take an active role in your own success See attachment for more information

Personal Accountability

No surprises in creating consequences a. Memos of concerns – this should tie up all the sequences

and details of performance concerns that have occurred over time.

b. Written warnings/special reviewsc. Suspensiond. Terminations – normally a memo should precede this step

announcing that if further inappropriate behavior occurs they will be terminated.

Egregious, pervasive, or severe inappropriate behavior does not need progressive discipline. Termination can occur as the best course of action.

Effective Coaching and Counseling

FMLA updates - (see attachment) Employee Requests for Accommodations -

(see attachment) Taboo – what to never say in interviews

Employment Law Concerns

Trust your employees Allow your employees to commit to their own plan of

development/correction Don’t sweat the small stuffa. Create a trusting environment where employees can thrive. Be

upbeat; build in encouragement, fun and confidenceb. If people are having fun, they are working hardc. Eliminate struggle and tug of war – let down your defenses. If

you feel a bad reaction coming on, take a minuted. 40 hours per week is the expectation – don’t worry about the

length of lunch breaks and the five minute late start times. Expect 40 hours or more in some cases.

e. Demonstrate what you expect. Model the behavior you are asking of others.

Empower your employees. Avoid micromanaging.

Committing to your team’s success