2019 - Perfect Your Performance Management System - Providing Effective Feedback and Coaching

OVERVIEW
In today’s workplace it is very important that employees feel valuable and contribute to the employee performance management process.
Participants will learn the importance of effective performance evaluations, how to conduct them, how to engage employees in the process and how to handle difficult conversation during the process.
Participants will be introduced to a simple solution when providing feedback - The CARE Approach.
WHY SHOULD YOU ATTEND
The workforce has changed tremendously; with five generations in the workplace and five different job expectations, feedback is must. Many employees leave because of lack of feedback. If you are new to providing feedback, want to know how to give feedback to employees effectively or just need to do a better job with providing feedback, then this session is for you.
It is a known fact when employees are given constructive feedback, productivity increases and employees are more motivated. It is also a known fact, with lack of feedback employees become disengaged and ultimately leave for another job.
If you are looking for better employee retention strategies, knowing how to give feedback to employees is must!
AREAS COVERED
• Develop rapport with employees for employee performance management
• Provide effective feedback
• Provide collaborative environment
• How to deal with difficult employees as a new manager
• Encourage employees to self-evaluate
• Anticipate & manage employee defensiveness, anger or other emotions
• Follow-up on coaching and performance management
LEARNING OBJECTIVES
We will discuss how to give feedback to employees, how to deal with difficult employees when providing feedback and how to provide coaching for performance improvement.
WHO WILL BENEFIT
• Managers
• Supervisors
• Leaders
• Human Resource Professional
• Shift Leaders or Team
Use Promo Code FALL19 and get flat 30% discount on all purchases
To Register (or) for more details please click on this below link:
http://bit.ly/2ZWWLMD
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