WCLI Conducting Annual Employee Reviews

An annual review can help you keep your employees happy, engaged, and focused. It is human nature to want to succeed. Giving your employees feedback on their positive and negative attributes is part of the pathway to success. A poorly designed annual review can have the reverse effect.

With our Conducting Annual Employee Reviews workshop, your participants will discover how to conduct a well-designed employee review. By determining the categories for an annual review and understanding how it affects employee compensation, an overall increase in performance should be seen throughout your organization.

Course Objectives:Research has consistently demonstrated that when clear goals are associated with learning, it occurs more easily and rapidly. With that in mind, let’s review our goals for today.

You Will: At the end of this workshop, participants should be able to:

• Understand the process of conducting an annual review.
• Determine the categories for an annual review.
• Know the mistakes managers make during an annual review.
• Understand the concept of pay for performance.
• Knowhow to tie employee compensation to firm-wide r
• Know the value of employee communication.
• Gauge employees’

Target Student:Course Core Competencies:Module 1: How to Conduct Annual ReviewsTopic A: Develop the ProcessTopic B: Set Benchmarks EarlyTopic C: Agreement with Set BenchmarksTopic D: Hold an Effective Meeting

Module 2: Categories for Annual Review (I)Topic A: Company Mission ValuesTopic B: Customer Service and Quality ControlTopic C: Problem – Solving/JudgementTopic D: Production

Module 3: Categories for Annual Review (II)Topic A: Work StyleTopic B: Resource ManagementTopic C: Communication SkillsTopic D: Teamwork

Module 4: Common Mistakes Managers Make when Conducting Employee Reviews (I)Topic A: Contrast EffectTopic B: Similar-to-me EffectTopic C: Halo (or horn) EffectTopic D: Central Tendency

Module 5: Common Mistakes Managers Make when Conducting Employee Reviews (II)Topic A: Leniency/Desire to PleaseTopic B: First Impression BiasTopic C: Rater BiasTopic D: Recency Effect

Module 6: Successful Tips for Concept of Pay for PerformanceTopic A: No SurprisesTopic B: Focus on the BasicsTopic C: Show Clear DisparityTopic D: One for All and All for One

Module 7: How to Tie Employee Compensation to Firm-Wide Returns

Topic A: Set Quarterly Revenue TargetTopic B: Set Employee GoalTopic C: Conduct Quarterly ReviewsTopic D: Pay Out Quarterly

Module 8: How to Communicate Employee Expectations EffectivelyTopic A: Have Regular ConversationsTopic B: State What’s WorkingTopic C: Be HonestTopic D: Provide Mentoring

Module 9: Meaningful Questions to Gauge Employee Happiness (I)Topic A: Ask Questions FrequentlyTopic B: How Transparent is Management?Topic C: Rate Quality of Facility?Topic D: Contributing Factors to Work Easier?

Module 10: Meaningful Questions to Gauge Employee Happiness (II)Topic A: What makes you Productive?Topic B: Recognition?Topic C: Opportunities to Grow and Advance?Topic D: Confidence in Leadership?