Your employees represent your organization's most valuable assets. Your organization's productivity depends on making sure every person in your organization is working up to his or her full potential.

That's why a solid performance review and feedback process is absolutely critical to the ongoing success of your organization. Without one, employees don't have a clear idea of what's expected of them, and may not be working toward the goals that contribute most to the long-term success of your organization.

Done properly, it impacts the team's ability to reach organization objectives, as well retain and develop talent. On the other hand, poor performance review and feedback actually hampers focused actions, lock your employees into a rut and stunt organizational growth.

Further more, most people have a fair amount of discomfort when they think about conducting a performance appraisal. One reason is that they would rather avoid pointing out required attitude or behavior changes, giving constructive feedback, and enumerating ways for an employee to improve.

"Performance Review & Giving Feedback" is a powerful workshop to accelerate performance improvement, gain commitment while creating a very positive and morale-boosting impact on your entire team.

1. Understand the elements of an effective appraisal system
2. Review of the performance parameters and diagnose performance issues
3. Planning for the feedback session
4. Skills required for effective appraisal discussion
5. Skills in questioning and listening to an appraisee
6. Develop and agree action plans for improvement
7. Construct new goals and gain commitment

1. Know how to provide honest, relevant, and meaningful feedback regarding the employee's effectiveness on the job. Agree on the employee's development objectives.
2. Assessing with employee whether his/her objectives (set by both of you) have been met. Identifying reasons for the shortfall.
3. Setting realistic job-related objectives for the next appraisal period.
4. Learn to identify contexts or situations in which employees need more support (work on their attitude) and/ or more task structure (such as instruction or feedback).

All professionals with people responsibility and responsibility to align, develop people and deliver performance through their team.

Performance Review & Feedback

• Program Overview:
  
  
  1. Steps for Preparing for A Performance Review
     • Receiving the self reviews from the team
     • Accurately and quickly assess the overall employee performance levels of your entire team.
     • Identify high potential employees and those in need of performance support - mapping the individuals on Performance vs. Potential Matrix.
     • Case & Exercises and supported by clips
     
     
  2. Skills Required for Effective Review Meeting
     • Questions that facilitate performance review
     • Skills to make the employee talk freely
     • How to give feedback - phrases to use & avoid
     • Listening and receiving inputs from the employee
     • Exercises and Questionnaire
     
     
  3. Preparing for a Review Discussion
     • Collect the information which you will require
     • Organizing the information
     • Setting the Discussion Objective
     • Preparing a the environment for discussion
     • Case, Example and Exercises
     
     
  4. Conducting Review Discussion
     • Opening the discussion
     • Agreeing on the way forward and setting objectives on performance and development needs
     • Documenting the review
     • Role Play and Discussions - Top Performer and Struggling Performer
     
     
  5. Coaching to Enhance Employee Performance
     • Determining and providing the job related support
     • Providing motivation an encouragement to perform
     • Create Learning and knowledge
     • Activity Based Session

Mr. Rahul Sarin, B.Sc (Hons) MMS, is Executive Director of NR Performance Edge Consultants Pvt. Ltd that he co-founded in 2005. He has over 12 years experience in people and organization development. And he works in the area of Change Management, Team Effectiveness, Personal Effectiveness and Capacity Building.

He is a Master in Management Studies with over 16 years corporate experience in Sales, Marketing and General Management with the Unilever group in India and on Overseas Assignments; he was overseas for 6 years in his last assignment with Unilever. Rahul Sarin has worked closely with leading global training organizations and extensively used Experiential Methodology to drive change and development of teams in different geographies and cultures.

Rahul regularly conducts series of open public management workshops in major metros across India and has so far trained participants from over 300 leading organizations.

He also has worked closely with the learning and development team of many leading domestic and multinational organizations to analyze, design, deliver series of customized interventions for their leadership & management teams - and these include organizations from Automobile, Apparels, Aviation, Banking, Consulting, Engineering, Financial Services, IT, ITES, Life-sciences, Logistic, Media, Metal, Power, Telecom, Utility Services, White Goods etc., sectors.

Rahul also consults organizations in areas of enhancing enterprise value, strategic alignment, capacity building, and guiding to improve performance to higher performance orbit.

In our workshop, we maximize knowledge assimilation in the participants through combination of execution elements like case discussions, exercises, simulated games and activities, video led sessions and discussions on global best practices. At the end of each workshop we facilitate the participants to distill Key Learning and prepare Action plans to deliver solid business results for our clients.

NR Performance EDGE Consultants Pvt. Ltd.