Duration: 3 Days
Course Overview
This 2-Day course is suitable for any IT professionals who are interested in implementing Iterative Agile and Scrum methodologies to manage software development. This course is particularly suited to project managers, team leaders, developers and customers of software.
How can I attend my course?
COURSE OBJECTIVES
• The importance of having a performance review process for employees.
• How to work with employees to set performance standards and goals.
• Skills in observing, giving feedback, listening, and asking questions.
• An effective interview process and have the opportunity to practice the process in a supportive atmosphere.
• How to make the performance review legally defensible.
Course Content
Performance Appraisals Done Well
What performance appraisals are and why they are important. The importance of building trust.
Errors We Make
The three most common errors made during performance appraisals.
Types of Performance Reviews
Common types of performance appraisals: formal reviews, informal reviews, probationary reviews, and 360 degree reviews.
The Performance Management Process
The four-stage performance management process
Goals with SPIRIT
SPIRIT acronym for goals. Setting short-term and long-term goals.
The Performance Management Cycle
The first two stages of the performance management cycle: the basis for review and performance standards. BAR’s and KRA’s.
Setting Standards
The importance of standards.=
Creating a Performance Development Plan
A performance development plan. Participants will learn about the components of this type of plan.
Feedback and Communication
Feedback and communication tips.
Listening Skills
A closer look at listening skills.
Communication Strategies
Asking good questions, probing techniques, and body language.
Giving Feedback
Six characteristics of effective feedback.
Accepting Criticism
How to accept criticism graciously.
Planning the Interview
Planning the performance appraisal delivery.
The Interview
Basic interview format and practice.
Goal Setting
The first stage of the performance appraisal process: goal setting.
Providing Feedback
The second stage of the performance appraisal process: providing feedback.
Coaching
The third stage of the performance appraisal process: coaching.
Appraisal Preparation
Preparing for an appraisal.
The Interview
Concluding the performance appraisal process with a interview.
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.
Handling Performance Problems
What to do if an employee is not achieving a particular level of performance.
The Part Where Someone Gets Fired
What steps to take when someone needs to be let go.
Pre-Assignment Review
Identify areas of improvement, and develop an action plan.
Performance Management Checklists
Review some checklists that they can use during the performance management process.
Workshop Wrap-Up
At the end of the course, students will have an opportunity to discuss and complete an action plan.