1. (C) Copyright Key Talent Partners 2015 Welcome to PDP/Feedback Training

2. In today's session: Why have a PDP meeting? Overview of the process What makes for a good meeting? Objectives and goal setting Building rapport Giving feedback Overcoming objectives Recording the conversation

3. Where do PDP meetings fit in? Business Goal Attitude Behaviour PDP meeting

4. Purpose of performance appraisal meeting  To let employees know how their performance compares with the job standards.  To assist in identifying special talents and abilities.  Communicating expectations (goal setting)  Observing and documenting behaviour (evidence gathering)  Providing frequent informal feedback  To identify employees whose performance must improve or face disciplinary action, and make this a matter of record  To provide a written record of employee performance. So that we achieve our business objectives through our people.

5. Overview of the PDP meeting Preparation On the day In the meeting Recording of information

6. What makes for a good meeting? Preparation  Gather evidence Clear objectives  Make them SMART Effective communication  TRUST MODEL  Listening  Questioning  Body Language  Managing constructive criticism Follow up  Stagger deadlines of objectives where possible  Hold review meetings regularly

7. Why Prepare? Both parties are responsible for a successful appraisal Think about what you want to get out of the appraisal. Gather evidence of achievements Valuable and worthwhile rather than just following the process Read the previous appraisal Be able to give real life examples that supports your views Ask for 360 feedback with specifics examples

8. Objectives and goal setting What is a goal / objective? What is the difference between the two? How do they relate? Why set goals?

9. Objectives and goal setting: an example Goal Increase profits Goal (Specific) Increase customers Reduce wasted time Measures 3 new leads from every network event Review processes to see where time can be saved Objectives (sub goals) I will attend 3 network events per month I will review each client process over the next three months Step 2: Objectives How to achieve the goal Step 1: Business Goals

10. SMART Objectives and goal setting state exactly what is to be achieved S pecific capable of measurement –to determine progress M easurable realistic given the circumstances and the resources available A ttainable to the people /role responsible for achieving them R elevant with a realistic time-frame in mind T imed

11. Active Listening skills The most basic of all human needs is the need to understand and be understood. The best way to understand people is to listen to them. (Ralph Nichols)

12. Listening and Speaking The average person talks at the rate of 120 to 145 words per minute and we listen at the rate of 450 to 500 words per minute. The difference between hearing and listening Hearing is passive / Listening requires concentration So what do you think happen in that gap? (Carver, Johnston and Freidman 1970) (C) Copyright Key Talent Partners 2015

13. How Important is Listening?  Listening is the most powerful  Listening builds stronger relationships  People feel accepted and appreciated  Conveys the message -not judging you  Leads to learning  Encourages personal growth and development  Reduces stress and tension  Minimises confusion & misunderstanding

14. Bad Listening Habits  Pretending to pay attention  Trying to do other things  Deciding the subject is uninteresting  Getting distracted by the speaker’s way of speech, or other mannerisms  Getting over-involved and thus losing the main thread of the arguments or thoughts  Letting emotion-filled words arouse personal anger and antagonism  Concentrating on any distractions instead of what is being said  Avoiding anything that is complex or difficult

15. Engaging Questions Open Closed Direct or probing Leading Rhetorical

16. What does the appraisee need to do before, during and after the meeting?

17. What does the manager need to do before, during and after the meeting?

18. 1.Ensure both parties prepare in advance 2.Set clear SMART objectives 3.Actively listen and ask engaging questions 4.Be specific and descriptive 5.Make it an on-going process – discuss performance and development throughout the year If you only do 5 things- Managers role

19. Commitments and Actions