Make Performance Reviews Valuable

Research shows that people become high performers by identifying specific areas where they need to improve and then practicing those skills with performance feedback. 

When done right, performance reviews give team members opportunity for reflection, assessment, and growth.

When done wrong, managers give low-quality feedback and in many instances, reinforce negative stereotypes.

If your managers need a performance review reboot, this workshop is for them.

What Our Performance Review Course Covers - And How We Do It:

Details

  • 90 minutes (live) plus 30 minutes asynchronous content

  • Facilitated live by an expert

  • Activities, breakouts, and more interactive content

Introduction to the Value of Performance Reviews

  • Giving an accurate and actionable evaluation of performance and setting the roadmap for developing that individual’s skills to match job tasks

Connecting Performance Reviews to Check-Ins

  • Balancing static goals and agile criteria;

  • Delivering feedback when there’s maximum impact; and

  • Awareness of potential bias to take action when needed

Strategies to Root Out Bias

  • Using objective criteria

  • multiple feedback channels

  • Specificity and details in feedback

  • Data over time

Practice Relevant Situations

  • Scenarios that reflect real-life performance review pitfalls

Post Workshop support

  • Materials that reinforce learning by email

  • Strategies for delivering thoughtful and meaningful reviews

Our Live Performance Review Workshops Builds Your Skills

  • Setting expectations for team members by giving actually useful feedback (and how);

  • Performance reviews dos and don’ts; and

  • Reducing bias in performance reviews

Why should you learn to give thoughtful performance reviews?

They Provide an Opportunity for Feedback and Dialogue. Performance reviews create a structured space for open communication between managers and employees. This allows employees to understand how their performance is perceived and receive guidance on areas for improvement and growth.

They Reinforce Positive Behaviors and Results. By highlighting strengths and achievements, reviews acknowledge and reward employees' contributions. This recognition can be highly motivating and encourages continued high performance.

They Identify Developmental Areas. Performance reviews help employees pinpoint areas for improvement, providing a clear focus for professional growth and learning. This supports ongoing development and skill-building.

They Align Individual and Organizational Goals. Reviews ensure that employees' goals and priorities are in sync with those of the team and organization. When necessary, adjustments can be made to ensure alignment and maximize impact.

They Provide Documentation for Key Decisions. The review process generates formal records of employee performance that can inform decisions around compensation, promotions, and other career advancements. This increases transparency and fairness.

They Boost Engagement and Motivation. When done effectively, performance reviews make employees feel valued and invested in. This engagement strengthens their connection to the organization and drives motivation.

They Strengthen Manager-Employee Relationships. By fostering open dialogue and mutual understanding, performance reviews build trust and improve working relationships. Managers and employees can work more effectively together to achieve shared goals.

They Improve Organizational Performance. Performance reviews contribute to better overall organizational outcomes by aligning individual efforts with strategic objectives, addressing performance gaps, and celebrating achievements.

They Benefit Both Employees and the Company. When handled properly, performance reviews support employee development, enhance motivation, and drive business success, making them a critical tool for long-term growth and success.