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Results for Topic: Assessing Performance

Let's T.A.L.K.™:  Handling the Difficult Performance Appraisal

Let’s T.A.L.K.™ is designed to assist managers and supervisors in dealing with difficult performance appraisal situations. The performance appraisal process is part of an ongoing, year-round process of giving constant feedback and support, making sure people know what is expected and setting goals for the future.

#1 ID:698 Topic: Assessing Performance Learning Path: Leadership Type: eLearning - Classic Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail Other Topics: Communication, Interpersonal Skills, Leadership, Management, Conflict ResolutionCourse Level: Intermediate Seat Time: 40 Minutes
SMART-START™ Performance Appraisal: What It's Really All About

A thought-provoking video that uses music,text and graphics to inspire and stimulate discussion about the importance of performance appraisals.

#2 ID:496 Topic: Assessing Performance Learning Paths: Leadership, Personal Performance Type: Meeting Openers Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail Other Topics: Leadership
A Last Chance Option/Termination

You’ve clearly communicated expectations, delivered at least a couple of verbal warnings, and even a written warning. If the employee has not yet improved, the next action to take is a last chance option. This could be many things; including another written warning or suspension or time off with pay.

#3 ID:1874 Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Office & General Other Topics: Leadership, Assessing Performance, Problem Resolution
After the Hire - Program Summary

No different than us, employees want to achieve the greatest possible results during their careers. If an employee can find the opportunity to grow either in responsibility or in place within our organization, they will likely stay put.

#4 ID:1884 Topic: Management Learning Path: Leadership Type: Video Vignettes Suggested Industry Usage: Healthcare, Office & General Other Topics: Leadership, Assessing Performance
Challenging & Giving Opportunities

No different than us, employees want to achieve the greatest possible results during their careers. If an employee can find the opportunity to grow either in responsibility or in place within our organization, they will likely stay put.

#5 ID:1882 Topic: Management Learning Path: Leadership Type: Video Vignettes Suggested Industry Usage: Healthcare, Office & General, Retail Other Topics: Leadership, Assessing Performance
Documenting the Discussion/Actions

When dealing with a performance challenge from this point forward creating written notes regarding your conversations becomes critical.

#6 ID:1872 Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Office & General Other Topics: Leadership, Assessing Performance, Problem Resolution
Evaluating Performance Challenges

When evaluating performance challenges, don’t assume anything! Do your homework and get the all the facts you can. Have personal knowledge of the performance issue. Don’t rely on allegations, rumors or information provided to you.

#7 ID:1867 Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail Other Topics: Leadership, Assessing Performance, Problem Resolution
Making Time for Your Employees

Every organization wants to keep its good employees. And employees who are productive, satisfied and valued in their jobs will generally stay put! How do you know if your employee is achieving those personal objectives? Again, take time. Time for getting his or her feedback.

#8 ID:1880 Topic: Management Learning Path: Leadership Type: Video Vignettes Suggested Industry Usage: Healthcare, Office & General, Retail Other Topics: Leadership, Retention Aid, Hiring & Recruiting, Assessing Performance
Once and For All: Resolving Performance Challenges

A straightforward, yet entertaining approach to delivering the message that dealing with employee performance challenges is rarely easy or quick. But not taking effective actions can be damaging and more time-consuming—not to mention the lost product

#9 ID:804 Topic: Communication Learning Paths: Leadership, Personal Performance Type: Complete Programs Suggested Industry Usage: Office & General Other Topics: Leadership, Assessing Performance, Problem Resolution Seat Time: 21 Minutes
Performance Doesn’t Improve (Verbal Warning)

When an employee doesn’t do what he or she said she could or would do, move to the first formal step of progressive discipline, a verbal warning. The verbal warning is a discussion where you let the employee know what specific behavior is unacceptable and that it has to stop.

#10 ID:1871 Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail Other Topics: Leadership, Assessing Performance, Problem Resolution
Plan Regular Discussions

When an employee has responded well to your corrective discussion, it doesn’t end there. Take time to hold regular performance discussions with all employees all the time. Conversations like these will save you time, improve productivity and increase employee morale.

#11 ID:1870 Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail Other Topics: Leadership, Assessing Performance, Problem Resolution
Real Examples - Performance Challenges

Of all the things we do, dealing with and resolving our employee performance challenges are among our most difficult responsibilities.

#12 ID:1865 Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Office & General Other Topics: Leadership, Assessing Performance, Problem Resolution
Reward & Recognition

Most of the time, employees find rewards and recognition more motivating than money. As a matter of fact, it has been found that an employee is more likely to leave an organization because he or she did not receive adequate recognition.

#13 ID:1881 Topic: Management Learning Path: Leadership Type: Video Vignettes Suggested Industry Usage: Healthcare, Office & General, Retail Other Topics: Leadership, Retention Aid, Assessing Performance
Setting Expectations & Measurement

To be satisfied with their jobs, employees want and need to have a clear idea of what is expected from them. Performance expectations can be an employee’s role in the organization, a specific result to be achieved or goals to accomplish.

#14 ID:1879 Topic: Management Learning Path: Leadership Type: Video Vignettes Suggested Industry Usage: Healthcare, Office & General, Retail Other Topics: Leadership, Retention Aid, Assessing Performance
Succeeding vs. Settling (Employee View Point)

Keeping the best employees means you need to help them succeed! That takes effort and desire on your part. Desire to give feedback - both good and critical... and encouragement.

#15 ID:1878 Topic: Management Learning Path: Leadership Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail Other Topics: Leadership, Retention Aid, Assessing Performance, New Supervisor
Unclear Expectations - Using Progressive Discipline

Progressive discipline is really a matter of following a series of planned actions when dealing with employee performance issues or infractions of company policy. The actions intensify in seriousness if the employee continues to fail to meet job expectations and standards.

#16 ID:1866 Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail Other Topics: Leadership, Assessing Performance, Problem Resolution
Using a Corrective Discussion

Typically, it's best to assume that an employee is not purposefully performing less than expected. He/she may simply need clarification of what’s expected, some additional guidance, or to understand the importance of following policy and meeting expectations. Generally, most performance challenges can be resolved during this second action, the corrective discussion.

#17 ID:1868 Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail Other Topics: Leadership, Assessing Performance, Problem Resolution
Using a Corrective Discussion (Aggressive Employee)

Dealing with angry and defensive behavior that is directed toward you is difficult, to say the least. The best strategy is to sit back and listen. Let the other person get it all out. As tough as it is, don’t respond in kind.

#18 ID:1869 Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Vignettes Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail Other Topics: Leadership, Assessing Performance, Problem Resolution
What Could Have I Done Differently?

It's usually not just one thing... employees leave for all sorts of reason. But there are opportunities to retain the best employees... even in a competitive market.

#19 ID:1877 Topic: Management Learning Path: Leadership Type: Video Vignettes Suggested Industry Usage: Healthcare, Office & General, Retail Other Topics: Leadership, Assessing Performance
Once and For All: Program Summary

Once you’ve reached the last chance option with an employee, expectations and consequences have been clearly communicated. Now it’s time to draw a conclusion. Does the employee have the right skills and/or motivation?

#20 ID:1876 Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Summary Suggested Industry Usage: Healthcare, Office & General Other Topics: Leadership, Assessing Performance, Problem Resolution