Seminar Employee Appraisal

Get to know the basics of appraisal interviews

• Distinguish between perception and truth
• Interpersonal prejudices and knowledge of human nature
• Purpose and legal framework of staff appraisals

Problems and errors of judgement

• Fairness and objectivity
• Consequences of poorly conducted appraisal interviews
• Avoiding typical mistakes in staff appraisals

Selecting the right candidates

• Defining vacancies in concrete terms
• Evaluating application documents and appraisal sheets
• Conducting goal-oriented job interviews

Personnel interviews made easy

• Applying methods of personality analysis
• Making decisions systematically and achieving agreed goals
• Promoting motivation and further development of your employees even in difficult discussions

Employee evaluation and references

• Goals and opportunities
• Getting to know different procedures
• Recording performance and behaviour in employer's references
• Comparing target agreement and target achievement

The evaluation of employees in the company can increase work performance and morale in the team as well as in the entire company thanks to constructive criticism. In our employee appraisal seminar, you will learn which points to consider and which rules to follow.

• Our employee appraisal seminar explains ways to professionally point out strengths and weaknesses to your employees.
• Learn how to eliminate any weaknesses together with your interviewer and thus improve morale. Ultimately, the whole company benefits from the possible increase in performance.
• We show you how to make the dialogue with your employees and applicants sustainable for both sides with practical techniques in interview preparation and management. You will learn how to create space for feedback, praise and criticism and how to actively listen to your counterpart.
• Gain knowledge in our employee assessment seminar on how to get to the heart of job advertisements and master job interviews with confidence.
• We will show you which tools you can use to ensure your success. Learn to set goals, track them and review them appropriately.

Our two-day employee assessment seminar consists of both a theoretical and a practical part. While insightful lectures explain the possibilities for the optimal rating of employees, you can then immediately put what you have learned to the test in numerous exercises and micro-trainings. In addition, the training offers the opportunity to get to know other managers and exchange experiences.

The Employee Appraisal seminar is aimed at employees at management levels and senior executives alike. Ultimately, everyone working in the company benefits from the course, as a more familiar internal corporate culture is usually promoted. Evaluations, praise and criticism from superiors at eye level help to create a more pleasant working atmosphere.

You would like to hold the employee appraisal seminar in your company as an in-house seminar? That is of course possible. We will be happy to provide you with an individual and non-binding offer that corresponds to your approach to content, your time frame and other wishes. Simply send us an enquiry to: kontakt@drgkitzmann-akademie.de

Proper employee assessment can identify problems and offer solutions, leading to increased productivity. Or, if not implemented professionally, it can have the opposite effect.

• The aim of the rating is to enable the employee's personal development as well as to help them work more efficiently.
• Detailed, ideally regular feedback ensures that the employee knows exactly where he or she currently stands and what opportunities are open for improvement.

Employee evaluation has to be learned. The feedback from employees is not always positive. However, if you know what is important, you are almost on the safe side.

1. You are looking at too short a period of time for your result. If an employee's performance and mistakes lie further back, they tend to be ignored.
2. A negative or positive feature overlaps all other personality traits and skills of an employee.
3. The more frequently you maintain contact with an employee, the more positive the assessment will often be.
4. Remorse on the part of the employee often leads to a milder assessment and takes away your ability to act consistently.
5. Performance is often measured against your own standards, so views are distorted and the expectations of the company itself may not be met.

How often conversations should be held with your employees depends on the content of the conversation. If it is a concrete occasion, such as the performance of an employee in a current project, then you should not wait too long. In the case of occasion-related discussions, you should always react promptly to the event so that the concrete reference remains. If, on the other hand, you want to discuss the individual development of your employees and give them feedback, you can also set fixed dates in the year for this. A classic example of this are annual meetings in which the past year is reflected upon and new goals are discussed together. However, you don't always have to wait until the next annual review - your employees are also happy to receive positive feedback during the rest of the year.