THE SCIENCE OF TAKING THE PAIN OUT OF PERFORMANCE REVIEWS
INSTRUCTOR:
MARK MURPHY, NY TIMES BESTSELLER
LENGTH OF COURSE:
01:00 Hours
ACCESS:
01 Full year Access
EXCLUSIVE BONUSES:
7 WORKSHEETS/SCRIPTS
Price is normally $395
But for only a few days more, you can get this bestselling program for
Only $97.00
Get This On-demand Course “the Science Of `Taking The Pain Out Of Performance Reviews” And Immediately Turn Reviews Into Useful, Productive, And Meaningful Adult-to-adult Conversations!
Only 13% Of Managers And Employees And Only 6 % Of Ceos Think Year-end Reviews Are Effective!
But 5 Techniques Can Turn Reviews Into Useful, Productive, And Meaningful Adult-to-adult Conversations. We’ll Show You How To Leverage The Key Points That Will Radically Improve Performance Reviews Using Techniques That Can Be Implemented Quickly And Easily At Both The Hr And Frontline Manager Levels.
THE 2 HOUR DEMAND COURSE
THE SCIENCE OF TAKING THE PAIN OUT OF PERFORMANCE REVIEWS will teach you...
THE 01 HOUR DEMAND COURSE
THE SCIENCE OF TAKING THE PAIN OUT OF PERFORMANCE REVIEWS will teach you...
THE 01 HOUR DEMAND COURSE
THE SCIENCE OF TAKING THE PAIN OUT OF PERFORMANCE REVIEWS will teach you...
THE 01 HOUR DEMAND COURSE
THE SCIENCE OF TAKING THE PAIN OUT OF PERFORMANCE REVIEWS will teach you...
- 2 sentences that make every performance appraisal conversation more comfortable (if you say them in the first few minutes of the meeting)
- The correct order in which you should talk to high, middle and low performers
- How to get managers and employees out of the painful Parent-Child dynamic that usually defines performance reviews, and instead create an Adult-Adult partnership full of self-awareness and positive coaching
- 3-part script to make this a truly motivating conversation for high and middle performers
- What to say when low performers strongly challenge their evaluation
- 5 questions that should appear in EVERY employee development plan and goal-setting exercise that encourages them to take ownership of their own career and goals
- AND SO MUCH MORE....!
DELIVERS 5aa MODULES
Through a combination of cutting-edge science and hyper-practical techniques, The Science Of Taking the Pain Out of Performance Reviews delivers 5 modules that will immediately and radically improve performance reviews using techniques that can be implemented quickly and easily at both the HR and frontline manager levels.. Your 5 modules include:
DELIVERS 5 MODULES
Through a combination of cutting-edge science and hyper-practical techniques, The Science Of Taking the Pain Out of Performance Reviews delivers 5 modules that will immediately and radically improve performance reviews using techniques that can be implemented quickly and easily at both the HR and frontline manager levels.. Your 5 modules include:
DELIVERS 5 MODULES
Through a combination of cutting-edge science and hyper-practical techniques, The Science Of Taking the Pain Out of Performance Reviews delivers 5 modules that will immediately and radically improve performance reviews using techniques that can be implemented quickly and easily at both the HR and frontline manager levels.. Your 5 modules include:
LESSON#1
THE PROCESS OF PERFORMACE REVIEWS (19.17)
If we architect performance reviews smartly, the whole endeavor becomes significantly easier. You’ll see where we talk about money, goals, and performance. And how we deal with self-appraisals and the right order for speaking with high, middle and low performers.
LESSON#2
MAKING PERFORMANCE REVIEW CONVERSATIONS MEANINGFUL (10.31)
Why do so few managers and employees think performance reviews are useful? Because the content does not offer differentiation, or meaningful & specific feedback. Learn how to make these conversations Specific, Candid, Objective, Unemotional and Timely.
LESSON#3
HIGH AND MIDDLE PERFORMER CONVERSATIONS (12.47)
You’ll learn a script for encouraging employee self-awareness to create an Adult-to-Adult conversation and a positive coaching experience. Your high and middle performers will truly enjoy their performance review with this script.
LESSON#4
LOW PERFORMER CONVERSATIONS (14.54)
Why do so few managers and employees think performance reviews are useful? Because the content does not offer differentiation, or meaningful & specific feedback. Learn how to make these conversations Specific, Candid, Objective, Unemotional and Timely.
LESSON#5
GOAL SETTING (08.09)
We discovered that employees that don’t feel like they’ve learned new skills are about 40% less engaged than employees who feel like they have learned something new. So you’ll learn a 5-step developmental planning process to ensure your people are growing and learning on the job.
THIS COURSE INCLUDES 7 EXCLUSIVE BONUSES!
BONUS #1:
SCRIPT FOR HIGH AND MIDDLE PERFORMER CONVERSATIONSddddddd
This four-part SCRIPT FOR HIGH AND MIDDLE PERFORMER CONVERSATIONS encourages employee self-awareness and turns this into an Adult-to-Adult conversation and a positive coaching experience. Your high and middle performers will truly enjoy their performance review with this script.
BONUS #2:
dddddSCRIPT FOR LOW PERFORMER CONVERSATIONS
Low performer conversations have the potential to become difficult, but when you follow this SCRIPT FOR LOW PERFORMER CONVERSATIONS, you’ll learn how the C.A.L.M. Script keeps these conversations factual, blame-free and unemotional, while encouraging low performers to take responsibility for their performance.
BONUS #3:
SCRIPT FOR GOAL-SETTING CONVERSATIONSddddd
In our study “If They’re Not Learning, You’re Not Leading” we found that employees that don’t feel like they’ve learned new skills are about 40 percent less engaged than employees that feel like they have learned something new. So this SCRIPT FOR GOAL-SETTING CONVERSATIONS gives you 5 developmental planning questions to ensure your people are growing and learning on the job.
BONUS #4:
ddddSCRIPT FOR WHEN LOW PERFORMERS DISAGREE WITH YOUR EVALUATION
It can be scary for managers when a low performer disagrees with their evaluation. But this SCRIPT FOR WHEN LOW PERFORMERS DISAGREE WITH YOUR EVALUATION shows leaders a step-by-step flow for exactly how to respond. And when you use this script, you’ll find that often low performers simply want to be heard and understood.
BONUS #5:
GUIDELINES FOR ORDERING HIGH, MIDDLE AND LOW PERFORMERSddddd
If you start performance reviews with low performers, you are virtually guaranteed to have a painful process. Instead, these GUIDELINES FOR ORDERING HIGH, MIDDLE AND LOW PERFORMERS shows you how meeting with high performers first, middle performers second and low performers last emotionally isolates low performers. You’ll start on a high point (building momentum, mojo and confidence) and boost high and middle performer morale.
BONUS #6:
dddddGUIDELINES FOR SELF-APPRAISALS
You can use self-appraisals, but if you use them the wrong way, you’ll experience neurological biases that can skew your evaluation. So these GUIDELINES FOR SELF-APPRAISALS give you techniques for using self-appraisals effectively, including creating a Proudest Moments List.
BONUS #7:
MODEL TO S.C.O.U.T. FOR THE FACTSddddd
Most leaders struggle to say the right words in performance reviews. But with this MODEL TO S.C.O.U.T. FOR THE FACTS, leaders learn how to ensure that the feedback they give employees is Specific, Candid, Objective, Unemotional and Timely. And they’ll see why thinking factually reduces our emotional baggage and allows for more effective conversations.
THIS COURSE INCLUDES 7 EXCLUSIVE BONUSES!
BONUS #1:
SCRIPT FOR HIGH AND MIDDLE PERFORMER CONVERSATIONS---laptop
This four-part SCRIPT FOR HIGH AND MIDDLE PERFORMER CONVERSATIONS encourages employee self-awareness and turns this into an Adult-to-Adult conversation and a positive coaching experience. Your high and middle performers will truly enjoy their performance review with this script.
BONUS #2:
SCRIPT FOR LOW PERFORMER CONVERSATIONS
Low performer conversations have the potential to become difficult, but when you follow this SCRIPT FOR LOW PERFORMER CONVERSATIONS, you’ll learn how the C.A.L.M. Script keeps these conversations factual, blame-free and unemotional, while encouraging low performers to take responsibility for their performance.
BONUS #3:
SCRIPT FOR GOAL-SETTING CONVERSATIONS
In our study “If They’re Not Learning, You’re Not Leading” we found that employees that don’t feel like they’ve learned new skills are about 40 percent less engaged than employees that feel like they have learned something new. So this SCRIPT FOR GOAL-SETTING CONVERSATIONS gives you 5 developmental planning questions to ensure your people are growing and learning on the job.
BONUS #4:
SCRIPT FOR WHEN LOW PERFORMERS DISAGREE WITH YOUR EVALUATION
It can be scary for managers when a low performer disagrees with their evaluation. But this SCRIPT FOR WHEN LOW PERFORMERS DISAGREE WITH YOUR EVALUATION shows leaders a step-by-step flow for exactly how to respond. And when you use this script, you’ll find that often low performers simply want to be heard and understood.
BONUS #5:
GUIDELINES FOR ORDERING HIGH, MIDDLE AND LOW PERFORMERS
If you start performance reviews with low performers, you are virtually guaranteed to have a painful process. Instead, these GUIDELINES FOR ORDERING HIGH, MIDDLE AND LOW PERFORMERS shows you how meeting with high performers first, middle performers second and low performers last emotionally isolates low performers. You’ll start on a high point (building momentum, mojo and confidence) and boost high and middle performer morale.
BONUS #6:
GUIDELINES FOR SELF-APPRAISALS
You can use self-appraisals, but if you use them the wrong way, you’ll experience neurological biases that can skew your evaluation. So these GUIDELINES FOR SELF-APPRAISALS give you techniques for using self-appraisals effectively, including creating a Proudest Moments List.
BONUS #7:
MODEL TO S.C.O.U.T. FOR THE FACTS----laptop
Most leaders struggle to say the right words in performance reviews. But with this MODEL TO S.C.O.U.T. FOR THE FACTS, leaders learn how to ensure that the feedback they give employees is Specific, Candid, Objective, Unemotional and Timely. And they’ll see why thinking factually reduces our emotional baggage and allows for more effective conversations.
THIS COURSE INCLUDES 7 EXCLUSIVE BONUSES!
BONUS #1:
SCRIPT FOR HIGH AND MIDDLE PERFORMER CONVERSATIONS
This four-part SCRIPT FOR HIGH AND MIDDLE PERFORMER CONVERSATIONS encourages employee self-awareness and turns this into an Adult-to-Adult conversation and a positive coaching experience. Your high and middle performers will truly enjoy their performance review with this script.
BONUS #2:
SCRIPT FOR LOW PERFORMER CONVERSATIONS
Low performer conversations have the potential to become difficult, but when you follow this SCRIPT FOR LOW PERFORMER CONVERSATIONS, you’ll learn how the C.A.L.M. Script keeps these conversations factual, blame-free and unemotional, while encouraging low performers to take responsibility for their performance.
BONUS #3:
SCRIPT FOR GOAL-SETTING CONVERSATIONS
In our study “If They’re Not Learning, You’re Not Leading” we found that employees that don’t feel like they’ve learned new skills are about 40 percent less engaged than employees that feel like they have learned something new. So this SCRIPT FOR GOAL-SETTING CONVERSATIONS gives you 5 developmental planning questions to ensure your people are growing and learning on the job.
BONUS #4:
SCRIPT FOR WHEN LOW PERFORMERS DISAGREE WITH YOUR EVALUATION
It can be scary for managers when a low performer disagrees with their evaluation. But this SCRIPT FOR WHEN LOW PERFORMERS DISAGREE WITH YOUR EVALUATION shows leaders a step-by-step flow for exactly how to respond. And when you use this script, you’ll find that often low performers simply want to be heard and understood.
BONUS #5:
GUIDELINES FOR ORDERING HIGH, MIDDLE AND LOW PERFORMERS
If you start performance reviews with low performers, you are virtually guaranteed to have a painful process. Instead, these GUIDELINES FOR ORDERING HIGH, MIDDLE AND LOW PERFORMERS shows you how meeting with high performers first, middle performers second and low performers last emotionally isolates low performers. You’ll start on a high point (building momentum, mojo and confidence) and boost high and middle performer morale.
BONUS #6:
GUIDELINES FOR SELF-APPRAISALS
You can use self-appraisals, but if you use them the wrong way, you’ll experience neurological biases that can skew your evaluation. So these GUIDELINES FOR SELF-APPRAISALS give you techniques for using self-appraisals effectively, including creating a Proudest Moments List.
BONUS #7:
MODEL TO S.C.O.U.T. FOR THE FACTSmmmmmmmm
Most leaders struggle to say the right words in performance reviews. But with this MODEL TO S.C.O.U.T. FOR THE FACTS, leaders learn how to ensure that the feedback they give employees is Specific, Candid, Objective, Unemotional and Timely. And they’ll see why thinking factually reduces our emotional baggage and allows for more effective conversations.
THIS COURSE IS TAUGHT BY
MARK MURPHY, FOUNDER OF LEADERSHIP IQ
ABOUT MARK MURPHY
Through his groundbreaking research, Mark Murphy has created some of the biggest ideas in leadership. He’s a New York Times bestselling author, weekly contributor to Forbes and CNBC, ranked as a Top 30 Leadership Guru and the Founder of Leadership IQ.
He’s trained leaders at the United Nations, Harvard Business School, the Clinton Foundation, Microsoft, MasterCard, SHRM, and hundreds more organizations
Mark leads one of the world’s largest leadership skills studies, and his work has appeared in The Wall Street Journal, The New York Times, Fortune, Forbes, Bloomberg BusinessWeek, and U.S. News & World Report. Mark has also appeared on CNN, NPR, CBS News Sunday Morning, ABC’s 20/20, and Fox Business News.
Mark’s most recent book was Truth At Work: The Science Of Delivering Tough Messages. Before that, he wrote the New York Times bestseller, Hundred Percenters: Challenge Your People to Give It Their All and They’ll Give You Even More. Before that, his book Hiring for Attitude was featured in Fast Company, The Wall Street Journal, and chosen as a top business book by CNBC.
THE SCIENCE OF TAKING THE
PAIN OUT OF PERFORMANCE REVIEWS
ACCESS:
01 FULL Year Access
EXCLUSIVE BONUSES:
7 Worksheets/ Scripts
LENGTH OF COURSE:
01:00 Hours
Price is Normally $395
But for only a few days more, you can get this bestselling program for
Only $97.00
INSTRUCTOR:
MARK MURPHY
NY times bestseller
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