(C) Copyright Key Talent Partners 2015

Welcome toPDP/Feedback Training

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

Where do PDP meetings fit in?

Business Goal

Business Goal

Business GoalAttitude

Behaviour

PDPmeeting

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.

Overview of the PDP meeting

Preparation

On the day

In the meeting

Recording of information

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

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

Objectives and goal setting

• What is a goal / objective?

• What is the difference between

the two?

• How do they relate?

• Why set goals?

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: ObjectivesHow to achieve the goal

Step 1: Business Goals

SMART Objectives and goal setting

• state exactly what is to be achievedSpecific

• capable of measurement –to determine progressMeasurable

• realistic given the circumstances and the resources available

Attainable• to the people /role

responsible for achieving them

Relevant

• with a realistic time-frame in mindTimed

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)

Listening and Speaking

The average person talks at the rate of 120 to145 words per minute and we listen at therate of 450 to 500 words per minute.

The difference between hearing and listeningHearing is passive / Listening requiresconcentration

So what do you think happen in that gap?(Carver, Johnston and Freidman 1970)

(C) Copyright Key Talent Partners 2015

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

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

Engaging Questions

• Open

• Closed

• Direct or probing

• Leading

• Rhetorical

What does the appraisee need

to do before, during and after

the meeting?

What does the manager need to do before, during

and after the meeting?

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

Commitments and Actions