Video: 1 on 1 - Informal Employee Performance Review
More Information...
1 on 1 - Informal Employee Performance Review | |
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| 1 on 1: Information Employee Performance Review is simply the best coaching method/program. Adopt this method and watch employee performance and morale soar. Video Length: 40 Minutes |
Purchase Includes: 1 on 1: Informal Employee Performance Review, a Leaders Guide, a 1 on 1 form/template, and a copy of the script.
Pricing:
| Purchase DVD: | $875 |  |
| 7 Day Rental DVD: | $275 | |
| Intranet License: | Call (888)215-8532 for quote. | |
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1 on 1 - Informal Employee Performance Review
More. . .
Employees desire performance feedback from their supervisor; not just a "good job" or "you can do better" every now and then; informal or formal, we all want meaningful and cyclical appraisal.
Video Synopsis of 1 on 1- Informal Employee Performance Review
John, an information technology manager, is stopped in the hallway by Linda (played by Junie Hoang), an operations manager, and Linda's boss, Jim. They want John's unit to make some improvements to employee performance reports they get each month from the I.T. department. In this short exchange, John learns that Linda and Jim are meeting with each of their direct reports each month, one-on-one, to do informal performance reviews.
Curiosity gets the best of John, and he takes Jim and Linda out to lunch so they can give him a how-to crash course on one-on-one informal employee performance reviews.
John definitely keeps things interesting; he is obviously a sharp manager with a will to do his job better, but his dry humor and sarcasm will make you wonder how he was promoted into management in the first place.
Through a series of vignettes where John is practicing the lessons Linda and Jim have given him, we get to see that John is a very talented coach; in the setting of a one-on-one, his gift for coaching and listening shines. As a plus, we also get to see John confronted about his "misuse" of humor by an unlikely messenger.
As another plus, this video features a scene called the "The Meets Problem" that suggests a solution to the problem of employees feeling like they've received a poor score when they've been rated as "Meeting Standards."
Requiring managers to have a periodic one on one, informal employee performance review with each direct reports is one of best things you can do to boost performance and morale.
Training Points:
How to plan for recurring one on ones.
A suggested binder-system for managing performance reports and other one-on-one related documents.
The importance of: SHOWING UP!
What to cover during a one-on-one.
How to informally review performance.
How to handle the "Meets Problem."
How to extract company / process improvements with a simple question.
The importance of 180 degree feedback; How are YOU (the manager) doing?
The importance of documenting key points, and actions plans discussed during the one on one.
Catalog Topics: Management Skills, Performance Review, Coaching, and Employee Retention.
