Alignment is a key element of evaluating performance.  One of the most frustrating experiences during a performance review is proudly providing your list of 200 accomplishments for the year and your boss stating, "That's nice, but I really wanted you to do these three things and they didn't even make your list!"  That is a classic misalignment of goals, incentives, and performance expectations.  To do an effective job evaluating performance, there first has to be an understanding of the corporate goals, goals of the manager, and goals of the employee.  All must be in alignment and tied back to the mission statement or company values of your organization.  


Behavioral Objectives

Participants will be able to:


  • Understand the need for alignment of goals
  • Acknowledge the importance of criticizing performance instead of the person
  • Establish strategies for acknowledging effort and providing positive reinforcement
  • Understand the importance of creating success one step at a time
  • Identify common errors associated with evaluating performance                                
  • Develop and utilize a tracking system to monitor performance over time
  • Recognize the importance of finding and communicating positive stories that drive success


Who Should Attend

Anyone interested in learning more about the process of effectively monitoring performance in a fashion that encourages employee engagement and organizational success


Sample Activities

  • Group and subgroup discussions
  • Role-playing common performance evaluation scenarios





Delivery Options

Can be delivered one-on-one, in small groups, or as a half- or full-day workshop