Too often the Annual Performance Review is a pointless exercise for everyone involved – it can even seem like little more than an HR tick-box exercise. It shouldn’t be that way. These should be focussed, rewarding conversations for both the manager and the team member involved. Whether your APRs are looming between now and the Christmas Party or are still some months away, join our webinar to find out how to make them the productive conversations they’re really meant to be. Join us to: 1. Find out the best way to structure an APR 2. Discover how to deal with differences between your view and theirs about performance levels 3. Learn how to give feedback – both positive and not so positive 4. Raise your key concerns about conducting APRs and get answers

1. © 2015 CommsMasters

4. Whatwe’llcover

5. Really,what’sthepoint?
To have a
collaborative conversation
about contribution,
progress and results

6. Collaboration
► “The action of working with someone to
produce something...” (OED)
► Working with – engagement, two-way,
openness, sharing, equality
► It’s a mindset!

7. Whatwe’llcover

8. AnnualPerformanceReviews
1. Setting the
Scene
2. Review
Objectives
3. General
Review
4. Set Next Year’s
Objectives
5. Plan
Development
6. Open
Discussion

9. AnnualPerformanceReviews
1. Setting the Scene
► To get the important points on the table
► To manage tension
► To set level playing field
► High-level exchange of views about how the year has gone – comment on
both manager and direct report’s contribution
► Grading/pay – share perspectives on this

10. Whatwe’llcover

11. Resolvingdifferencesinopinion
How much scope for changing your position?
None Lots
State this.
Be clear and
specific.
Accept and
give ground.

12. Whatwe’llcover

13. Howtogivefeedback
Negative
ehaviour
ffect
xpected change
esult
Positive
ehaviour
ffect
hank you

14. Whatwe’vecovered

15. Nextsteps?
► Answer your questions
► Further webinars
► Contact me:
► +44 (0)7855 331 980
► heather@commsmasters.com