Description
Become more efficient and proficient with setting goals and expectations for yourself and others.Supervising others can be a tough job. Managing your own time, coaching and mentoring your team, helping your peers, and doing jobs for the boss, when do you have time to begin and complete employee performance action plans? Do you even need to do them? This topic will help anyone who supervises others to become more efficient and proficient with setting goals and expectations for themselves and others, providing constructive feedback, and laying the groundwork for the potential administration of discipline. The performance review meeting with the use of an action plan determined by both the supervisor and the employee is an important aspect of career planning. Setting goals and objectives to aim for will give supervisors and employees a focus and is one of the key aspects to meeting overall company objectives. Supervisors must also learn how to give feedback, positive and negative, on a regular and timely basis so that employees can grow and develop. Performance appraisals involve all these activities.
Date: 2023-04-04 Start Time: End Time:
Learning Objectives
Employee Performance and/or Behavioral Issue Action Plan (Constructive Feedback)
• What Is Feedback?
• What Is an Action Plan?
• When to Use
• How to Create
When Do They Need to Be Used?
• Tool to Give Employee Information on How to Stop or Change Behavior Increasing Their Opportunity to Succeed (Confidence and Competency)
• Use When the Employee Is Willing to Commit to a Change in Behavior (Can Be Used Before Disciplinary Actions Are Taken and Lays the Foundation for Disciplinary Action If Necessary)
Things to Do Before You Move Forward
• Determine Employees Strengths and Weaknesses
• Determine Employees Communication Styles
• Determine the Performance or Behavioral Situation to Be Addressed
• Identify When This Happened and the Performance or Behavior That Needs to Be Followed
RISCC
• Develop Your Written Draft Plan Following RISCC Method
• RISCC
• Use RISCC to Engage Employee (Listening for Additional Behaviors)
• Be Specific
• Prepare
• Know Why You Are Giving Feedback
• Review the Plan and Practice Positive Delivery
• Pitch, Tone, Body Language
• Stay on Message (Ignore the Red Herrings)
• Follow-up or Follow-Through
ASA ,HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.
Cheryl Grazier, M.S.I.D., M.P.A.-Cheryl Grazier Consulting LLC
