Conducting Effective Performance Reviews


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Conducting Effective Performance Reviews

Our Conducting Effective Performance Reviews training materials provides you with a fully-customizable package of courseware content for delivery to your employees and/or students. Everything you need to run the course is included, just add trainer!


All courseware print licences are perpetual – buy once and use forever!

  • Fully customizable. Sold on a site licence basis, you can tailor ALL content to meet specific learning or corporate requirements.
  • Digital download. Content is available to download after purchase.
  • Proven. Our course materials are used in hundreds of training centres around the world. Every course is fully beta tested and validated in the classroom before undergoing a full production release.
  • Simple… No need to invest in expensive DTP applications – all files are easily editable in any word processor.
  • Print on demand. You only need to print exactly what you need, when you need it.
  • Totally flexible. Courses can be modified to meet specific requirements. Sections can be removed. New content added. One or more titles can be combined. Whatever your training requirements, our courseware can help you meet that need.
  • Unlimited users. Content is sold on a site licence basis. You can train as many staff or employees at that location as you like. Forever!
  • Buy once. Use forever! You’re buying a perpetual licence. One payment gives you an unlimited site licence for use as long as you need it.
  • No limits! Unlike some content providers, our licence enables you to reprint the courseware as many times as you like. 1 student or 100,000. No limits…


Student manual

Fully customisable. May be opened in any word processor and changed to meet your exact needs.

Trainer manual

Fully customisable with additional information for trainers.

Ice breakers and classroom activities

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Pre-assignment exercise

Pre-assignment exercise. Fully customisable. Helps to reinforce the delegates understanding of the course contents.

Course outline

Content overview. Fully customisable. Comprehensive course overview to help you market your course to your customers.

PowerPoint presentations

PowerPoint presentations. Fully customisable. Complete set of PowerPoint slides for use by the trainer.

Sales information sheets

Sales information sheets. Fully customisable. Information sheets to help you sell your course to your employees or external customers.

Additional reading materials

Additional reading… Fully customisable. Give your students some recommended further reading materials for this course.

Performance reviews are an essential component of employee development. Someone once said, “If you always do what you’ve always done, you’ll always get what you’ve always got.” And, remember what the German philosopher Goethe said: “Treat people as if they were what they ought to be and you help them become what they are capable of being.” Setting goals and objectives to aim for will give supervisors and employees a unified focus and targets to aim for. Supervisors must also learn how to give feedback, both positive and negative, on a regular and timely basis so that employees can grow and develop. Performance appraisals involve all these activities.

  • Introduction and Course Overview You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.
  • Basics of Performance Appraisals This session will begin with a lecture on the history performance appraisals. Then, participants will move into small groups to discuss of the value of appraisals.
  • Employees’ Concerns about PAs We will explore some concerns about appraisals and possible responses in a lecture.
  • What Makes PAs a Defensible Process? This session will discuss some things that participants can do to ensure that their performance appraisal process is defensible.
  • Stereotypes There are four ways that a person can stereotype without necessarily being aware of it. Participants will also explore their own stereotypes in an individual exercise.
  • The Performance Management Process To begin, participants will look at the four-stage performance management process through a lecture. Then, participants will work in small groups to review some sample appraisal forms.
  • SMART Goals During this session, we will learn about the SMART acronym for goals and re-write some goals to meet these criteria.
  • Goal Setting We will continue our work with goal setting by looking at some other considerations and completing a short individual exercise.
  • The Performance Management Cycle This session will explore the first two stages of the performance management cycle: the basis for review and the performance standard. BARs and KRAs will also be discussed briefly.
  • Setting Standards We will demonstrate the importance of standards through a short exercise, and then we will discuss the exercise and some general points.
  • Performance Development Plan The fourth element in the performance management cycle is a performance development plan. We will briefly discuss the components of this type of plan during this session.
  • Feedback and Communication The need for basic communication skills and proper feedback will be demonstrated through an individual exercise. Then, we will discuss some communication tips.
  • Listening and Asking Questions We will explore these two key communication skills through a combination of lectures, individual exercises, and small group work.
  • Feedback Feedback is another critical element of the performance management process. After a brief discussion on feedback, participants will work through several case studies to further explore feedback principles.
  • Characteristics of Effective Feedback There are six characteristics of effective feedback. During this session, we will examine each characteristic through a lecture and case studies.
  • Accepting Criticism Accepting criticism from others can be very difficult. We will offer participants some ways to make accepting criticism a little easier.
  • Planning the Interview This session will look closely at some things you should do before delivering the performance appraisal.
  • The Interview During this session, we will examine a basic interview format. We will then practice the format through a role play.
  • Maintaining Performance Once an employee has achieved a particular level of performance, we usually want them to maintain that level. This session will explore some ways of doing that.
  • Behavior Contracts This session will examine behavior contracts, a tool that can be used to help an employee achieve a goal or a level of performance. We will also look at rewards that can be used.
  • Handling Performance Problems During this session, we will discuss what to do if an employee is not achieving a particular level of performance.
  • The Worst Case Scenario The worst case scenario for many employers is having to fire an employee. We will look at how to handle this situation in a lecture. Then, participants will practice their skills in a role-play.
  • Pre-Assignment Review To sum up the workshop, participants will look at their pre-assignment, identify areas of improvement, and develop an action plan.
  • Performance Management Checklists To conclude the workshop, we will review some checklists that you can use during the performance management process.
  • Workshop Wrap-Up At the end of the day, students will have an opportunity to ask questions and talk with the trainer