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Results for Keywords: assessing performance 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 Resolution Course Level: Intermediate Seat Time: 40 Minutes
  • Let's T.A.L.K.™: Handling the Difficult Performance Appraisal

    Let's T.A.L.K. will change the minds of managers who dread the performance management aspect of their job. The T.A.L.K. approach makes appraisals easier and more effective, keeping the focus on work-related issues, not on personalities. Managers learn techniques to communicate expectations effectively and encourage top performers to do even better.

    #2 ID:217 Topic: Assessing Performance Learning Path: Leadership Type: Complete Programs Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail Other Topics: Communication, Professionalism Closed Captioned
  • 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.

    #3 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
  • 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.

    #4 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
  • 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

    #5 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.

    #6 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
  • Real Examples - Performance Challenges

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

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

    #8 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
  • Documenting the Discussion/Actions

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

    #9 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
  • 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.

    #10 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
  • 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.

    #11 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.

    #12 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.

    #13 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
  • 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?

    #14 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
  • Once and For All: Program Introduction

    The longer we allow employee performance issues to continue, the more we put productivity and the effectiveness of our department, team or organization at risk.

    #15 ID:1875 Topic: Communication Learning Paths: Leadership, Personal Performance Type: Video Introduction Suggested Industry Usage: Healthcare, Office & General Other Topics: Leadership, Assessing Performance, Problem Resolution
  • Motivating Factors Handout

    What Motivates You to do Your Best Work? This handout allows users to quickly rank the things that motivate them.

    #16 ID:1542 Topic: Motivation Learning Paths: Leadership, Personal Performance Type: Trainer Resource Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail Other Topics: Communication, Discussion Trigger, Assessing Performance
  • 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.

    #17 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.

    #18 ID:1882 Topic: Management Learning Path: Leadership Type: Video Vignettes Suggested Industry Usage: Healthcare, Office & General, Retail Other Topics: Leadership, Assessing Performance
  • 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.

    #19 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.

    #20 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.

    #21 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
  • 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.

    #22 ID:1877 Topic: Management Learning Path: Leadership Type: Video Vignettes Suggested Industry Usage: Healthcare, Office & General, Retail Other Topics: Leadership, Assessing Performance
  • After the Hire - Program Introduction

    Retaining valued employees is one of the major challenges facing organizations today and in the future. With a tight labor market and our competitive environment, retaining our good employees is one of the most important efforts we can make as managers. Not only must we find and hire great employees, we have to work hard to keep them.

    #23 ID:1883 Topic: Management Learning Path: Leadership Type: Video Introduction Suggested Industry Usage: Healthcare, Office & General Other Topics: Leadership, Assessing Performance
  • 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.

    #24 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