Performance Review and Development Conversation

Your people represent your organization's most valuable assets and with right inputs this asset appreciates over a period of time (other type of assets depreciate). Your organization's productivity depends on making sure every person in your organization is working up to his or her full potential.

1. Plan and set-up an effective review meeting
2. Review performance against established objectives
3. Active listening and use of open ended, reflective questioning to diagnose issues
4. Adopt a strengths-based approach to performance review conversation
5. Provide open, honest and constructive feedback on performance and behaviour
6. Use a coaching approach to address blockages, issues or problems affecting performance
7. Construct new goals and agree action plans for improvement

The hands on and practical workshop is for Mid to Senior Managers across functions and industries, who conduct the performance review HR professionals who are introducing/ making changes in their organization process of performance review and development conversation.

1. Program Overview :
   
2. Preparing for A Performance Review
   • Receiving the self reviews from the team members
   • Collect and organize information which you will require
   • Assess the overall employee performance against objectives and expectations
   • Mapping the individuals on Performance vs. Potential Matrix.
   • Case & Exercises and supported by clips
   
   
3. 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
   
   
4. Conducting Review Discussion – Average Performer with Potential
   • Setting the Discussion Objective and Preparing a Plan
   • Agreeing on the way forward on performance with milestones
     • Documenting the review
     • Role Play and Discussions
   
   
5. Conducting Review Discussion – Good Performer
   • Agreeing on the way forward
   • Setting clear career development plan and agreeing milestones
   • Documenting the review
   • Role Play and Discussions
   
   
6. Conducting Review Discussion – Struggling Performer
   • Identifying the issues for poor performance
   • Agreeing corrective plan with milestones and next review
   • Documenting the review
   • Role Play and Discussions


7. Coaching to Enhance Employee Performance
• Determining and providing the job related support
• Providing motivation and encouragement to perform
• Create Learning and Knowledge
• Activity Based Session


8. Summarize, Key Learning and Action Plan

Mr. Rahul Sarin, Executive Director, co-founded NR Performance Edge Consultants Pvt. Ltd in 2005.He works in the area of Organization Change Management, Team 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 Overseas. He was overseas in his last assignment with Unilever.

Rahul Sarin has been associated for over 12 years in designing and delivering customized learning interventions in India and Overseas. He has worked closely with leading global training organizations and extensively used Experiential Methodology to deliver learning and drive development initiatives across geographies and cultures.

Rahul has been extensively involved in design and delivery of customized competency based management development programs for leading domestic and multinational corporates. He has worked closely with learning and development team of many leading corporates to deliver series of customized interventions for their leadership & management levels and this includes organizations from sectors as diverse as Automobile, Apparels, Aviation, Banking, Chemicals, Consulting, Construction, Credit Rating, Engineering, Financial Services, Infrastructure, IT, ITES, Life-sciences, Logistic, Machinery, Media, Metals, Packaging, Pharmaceutical, Power, Trading, Telecom, Utility Services, White Goods etc., sectors.

Apart from customized interventions, Rahul conducts series of open public management workshops which have been attended by participants from over 300 leading corporates.

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