Ways for Constructing Reliable Annual Employee Performance Reviews

90 Minutes
6 months
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Recorded Version
$199. One Participant
$399 Group Attendees

Group Attendees: Any number of participants

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)


Performance appraisal should always be an essential part of the ongoing discourse that takes place between employees and management. It provides a record of previous performance and expectations for work moving forward, as well as a description of ongoing performance and development dialogues that have taken place.

It is common knowledge that employees who are on the receiving end of professional performance reviews experience a wide range of feelings. These feelings might range from relief and gratitude to anger and frustration. Because it allows employees to talk about their achievements and get recognition for the quality of their work, a good number of employees find it to be an exciting time. This is because it offers them the opportunity to talk about their accomplishments.

Also, It may be a stressful situation for both the management and the employee engaged when the employee's deficiencies are brought up for debate since it causes the employee to question their own talents, which in turn can be stressful for the manager. The performance evaluation of an employee should be considered an opportunity for the individual to progress in their role, and the manager should be embraced as an opportunity for growth.

The employee’s annual performance review is evaluated based on the quality of the work that you have contributed, and this will provide you the opportunity to highlight how valuable you are to your firm. Employee evaluations provide an opportunity for the manager to provide the employee with both positive and constructive comments, and the manager also presents an essential chance to collaborate with the employee on the development of both short-term and long-term goals.

Why should you Attend:
  • You'll learn how managers may utilize performance reviews to boost morale and outline professional growth opportunities for employees
  • Learn more about how pay raises and bonuses are determined based on employee performance
  • The performance review is designed to help you better support the employee in developing their abilities by highlighting both the individual's strengths and areas in which they could improve
  • Learn how the performance evaluation method can assist you in your managerial role by allowing you to better comprehend your team’s motivations and the standards by which they should be evaluated
  • Explore how a thorough analysis of past performance may aid in the formulation of clear job descriptions, the establishment of measurable objectives, and the formulation of long-term strategies
  • You'll get some ideas on developing a great performance review for your employees

Areas Covered in the Session:
  • What exactly is involved in evaluating the performance of an employee?
  • Learn the kind of performance reviews needed to create a great annual employee performance review
  • Employee Self -Assessment
  • What should be mentioned in a performance evaluation?
  • There is terminology that should and should not be utilized while preparing an employee performance evaluation
  • How to prepare a performance review for an employee
  • Keeping frequent errors out of the employee performance review planning process
  • Employee objectives are established utilizing the S.M.A.R.T. framework of the employee’s performance review
  • Methods That Prove to Be Useful When Conducting Performance Reviews on Employees

Who Will Benefit:
  • Small Business Owners
  • Leaders
  • Managers
  • Team Leaders
  • Project Managers
  • Department Heads
  • Supervisors and anyone in Leadership Role

Carolyn D. Riggins Carolyn D. Riggins founded CDR Consulting Services, LLC, a consultancy firm focusing on helping businesses and organizations enhance their performance and leadership teams for success. With Ms. Riggins' 35 years of experience in the financial industry working with businesses and 24 years of experience in management roles, her consultancy service provides invaluable insights and expertise to clients looking to improve their business and leadership capabilities.

CDR Consulting Services offers a range of services, including training, coaching, team development, and critical gap detection. Ms. Riggins works with CEOs, business leaders, and managers to identify areas of improvement within their organizations and provides customized solutions to address these areas. Her training and coaching programs are designed to help individuals and teams develop the necessary skills and knowledge to succeed in their roles.

Ms. Riggins' team development services focus on creating a culture of collaboration and communication within organizations. Through her team-building programs, she helps teams develop a shared vision, enhance their problem-solving abilities, and increase their productivity. Her critical gap detection services enable clients to identify and address gaps in their business performance and leadership teams, ensuring that their organizations are well-positioned for growth and success.

With CDR Consulting Services, clients can benefit from Ms. Riggins' extensive knowledge, experience, and expertise in the financial industry and leadership development. Her consultancy service provides customized solutions that help organizations build strong, successful leadership teams, and achieve their goals.

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