Become more efficient and proficient with setting goals and expectations for yourself and others.
Supervising others can be a tough job. Managing your own time, coaching and mentoring your team, helping your peers, and doing jobs for the boss, when do you have time to begin and complete employee performance action plans? Do you even need to do them? This topic will help anyone who supervises others to become more efficient and proficient with setting goals and expectations for themselves and others, providing constructive feedback, and laying the groundwork for the potential administration of discipline. The performance review meeting with the use of an action plan determined by both the supervisor and the employee is an important aspect of career planning. Setting goals and objectives to aim for will give supervisors and employees a focus and is one of the key aspects to meeting overall company objectives. Supervisors must also learn how to give feedback, positive and negative, on a regular and timely basis so that employees can grow and develop. Performance appraisals involve all these activities.
Learning Objectives
- You will be able to Identify the importance of having employees set goals and commit to the action to obtain those goals.
- You will be able to recognize reasons for a development action plan and what needs to be accomplished before sitting down with the employee.
- You will be able to identify developmental feedback, including its types, elements, and importance.
- You will be able to recognize how to create developmental action plans and how to deliver constructive feedback.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Employee Performance and/or Behavioral Issue Action Plan (Constructive Feedback)
- What Is Feedback?
- What Is an Action Plan?
- When to Use
- How to Create
When Do They Need to Be Used?
- Tool to Give Employee Information on How to Stop or Change Behavior Increasing Their Opportunity to Succeed (Confidence and Competency)
- Use When the Employee Is Willing to Commit to a Change in Behavior (Can Be Used Before Disciplinary Actions Are Taken and Lays the Foundation for Disciplinary Action If Necessary)
Things to Do Before You Move Forward
- Determine Employees' Strengths and Weaknesses
- Determine Employees' Communication Styles
- Determine the Performance or Behavioral Situation to Be Addressed
- Identify When This Happened and the Performance or Behavior That Needs to Be Followed
RISCC
- Develop Your Written Draft Plan Following RISCC Method
- RISCC
- Use RISCC to Engage Employee (Listening for Additional Behaviors)
- Be Specific
- Prepare
- Know Why You Are Giving Feedback
- Review the Plan and Practice Positive Delivery
- Pitch, Tone, Body Language
- Stay on Message (Ignore the Red Herrings)
- Follow-up or Follow-Through
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More Program Information
Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on April 4, 2023.
Call 1-866-352-9540 for further credit information.
- ASA 1.0
- This program may qualify for 1.0 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]. Please retain proof of attendance in the event your CE record is audited.
HR Certification Institute 1.0
- This E-Learning program has been pre-approved for 1.0 (General) recertification credit hours toward aPHR®, aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM), and SPHRi(TM) recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
SHRM 1.0
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
CPE/NASBA - QAS Self Study 1.8 including Personnel/HR 1.8
- Noggin Guru, Inc. dba Lorman Education Services and BankersHub is registered with the National Association of State Boards of Accountancy (NASBA) as a QAS Self Study sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: www.nasbaregistry.org. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 1.8 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 1.8 hours. Prerequisite: . Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: QAS Self Study. Please refer to the information in this advertisement for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
- Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.
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More Program Information
Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Cheryl Grazier, M.S.I.D., M.P.A.
Cheryl Grazier Training and Consulting, LLC
- Principal of Cheryl Grazier Training & Consulting, LLC, which offers customized learning and development programs designed to increase the leadership and management capability of individuals, teams, groups, and organizations
- Over 20 years of business experience in both the public and private sectors as a trusted advisor in the areas of culture change, strategy implementation, program management, and team and leadership development
- Has worked in a variety of industries, including communications, government agencies, governmental contracting, and real estate
- Passionate about developing people skills and leadership capabilities for individuals and specializes in exposing people’s hidden aptitudes and talents, which enables those individuals to develop their known and recently found strengths and abilities
- Presents outstanding programs in the areas of leadership development, interpersonal communication skills, conflict management, performance management and conduct issues, and change management
- Holds several industry certifications, including MBTI, DISC, and FIRO-B
- Licensed as a real estate broker in both Missouri and Florida and holds a real estate instructor license in Florida
- Can be contacted at [email protected], 904-392-3427, or https://cherylgraziertraining.com
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More Program Information
Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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