Search TAG® Library (25 Assets Found)

Results for Keywords: assessing performance Topic: Assessing Performance

  • Let's T.A.L.K.™:  Handling the Difficult Performance Appraisal
    #1 ID:698

    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.

    eLearning - Classic Leadership Assessing Performance, Communication, Interpersonal Skills, Leadership, Management, Conflict Resolution Intermediate 40 Minutes

  • Let's T.A.L.K.™: Handling the Difficult Performance Appraisal
    #2 ID:217

    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.

    Complete Programs Leadership Assessing Performance, Communication, Professionalism

  • SMART-START™ Performance Appraisal: What It's Really All About
    #3 ID:496

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

    Meeting Openers Leadership, Personal Performance Assessing Performance, Leadership

  • Evaluating Performance Challenges
    #4 ID:1867

    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.

    Video Vignettes Leadership, Personal Performance Communication, Leadership, Assessing Performance, Problem Resolution

  • Once and For All: Resolving Performance Challenges
    #5 ID:804

    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

    Complete Programs Leadership, Personal Performance Communication, Leadership, Assessing Performance, Problem Resolution

  • Performance Doesn’t Improve (Verbal Warning)
    #6 ID:1871

    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.

    Video Vignettes Leadership, Personal Performance Communication, Leadership, Assessing Performance, Problem Resolution

  • Real Examples - Performance Challenges
    #7 ID:1865

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

    Video Vignettes Leadership, Personal Performance Communication, Leadership, Assessing Performance, Problem Resolution

  • Discussion Card: ATTITUDE! Producing Positive Results
    #8 ID:2096

    We've all faced a difficult employee. Tackling tough situations often means taking a step back and thinking through the issue. Remember, conflict can be reduced and misunderstandings addressed or prevented when we take the time to deal with a bad attitude . These easy-to-use cards provide a simple model (A.T.T.I.T.U.D.E.) along with thought-provoking questions to create a respectful flow of communication - helping leaders, managers and supervisors address individual or team attitude issues. These cards are great for a quick training reminder, reinforcement or as a conversation generator.

    Discussion Cards Leadership, Personal Performance Leading, Leadership, Management, Team Builder or Retention Aid, Assessing Performance, New Supervisor, Learning Reinforcement

    New Asset

  • A Last Chance Option/Termination
    #9 ID:1874

    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.

    Video Vignettes Leadership, Personal Performance Communication, Leadership, Assessing Performance, Problem Resolution

  • Documenting the Discussion/Actions
    #10 ID:1872

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

    Video Vignettes Leadership, Personal Performance Communication, Leadership, Assessing Performance, Problem Resolution

  • Plan Regular Discussions
    #11 ID:1870

    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.

    Video Vignettes Leadership, Personal Performance Communication, Leadership, Assessing Performance, Problem Resolution

  • Unclear Expectations - Using Progressive Discipline
    #12 ID:1866

    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.

    Video Vignettes Leadership, Personal Performance Communication, Leadership, Assessing Performance, Problem Resolution

  • Using a Corrective Discussion
    #13 ID:1868

    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.

    Video Vignettes Leadership, Personal Performance Communication, Leadership, Assessing Performance, Problem Resolution

  • Using a Corrective Discussion (Aggressive Employee)
    #14 ID:1869

    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.

    Video Vignettes Leadership, Personal Performance Communication, Leadership, Assessing Performance, Problem Resolution

  • Once and For All: Program Summary
    #15 ID:1876

    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?

    Video Summary Leadership, Personal Performance Communication, Leadership, Assessing Performance, Problem Resolution

  • Once and For All: Program Introduction
    #16 ID:1875

    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.

    Video Introduction Leadership, Personal Performance Communication, Leadership, Assessing Performance, Problem Resolution

  • Motivating Factors Handout
    #17 ID:1542

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

    Trainer Resource Leadership, Personal Performance Motivation, Communication, Discussion Trigger, Assessing Performance

  • After the Hire - Program Summary
    #18 ID:1884

    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.

    Video Vignettes Leadership Management, Leadership, Assessing Performance

  • Challenging & Giving Opportunities
    #19 ID:1882

    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.

    Video Vignettes Leadership Management, Leadership, Assessing Performance

  • Making Time for Your Employees
    #20 ID:1880

    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.

    Video Vignettes Leadership Management, Leadership, Retention Aid, Hiring & Recruiting, Assessing Performance