3 Responses

1. Performance review training
   Annie
   I have a fun ‘Waiter ratings’ exercise that takes delegates, in small groups, completely outside their work by asking them to assess the performance of a waiter in a restaurant, when taking meal orders. It practises: describing actual behaviour you see/hear; categorising the behaviours into ratings; discussing behaviours against other delegates’ standards (standard levelling) to minimise subjectivity in assessment. This exercise then dovetails into the ‘Ratings 2’ exercise with delegates assessing work behaviour, and categorising into ratings.
   If anyone would like a copy, please email me ( bryanedw@aol.com), I can send you a copy of the exercise with powerpoint slide/notes support. Please feel free to adapt to fit your needs.
   Happy Days!
   Bryan

2. get them to do it!
   I quite often divide the group and ask them to create a scenario or few questions and deliver them to the other teams. I ask them make them so that the others will have to work to solve them. This will evaluate their short term learning, start the embedding process, fill in the learning gaps through peer reminder and can be as practical or theoretical as you like. Can be two or more groups and ends the session on a high – a good trainer trick!

3. Performance review training – options
   Annie
   have you considered coaching these individuals 1-2-1 on this rather than running a course?

   I take it taht the target audience has at some time already undertaken training – so to do more of the same is not the best option for them?

   If you were to coach them –
   meet & agree pre-work, research etc
   meet 1 hr before and get them to walk through how they are going to run the review
   you sit through observing
   after the session you provide feedback – by elisiting what they did & why – focusing on what they cound do better next time

   If you want to talk this option through email me – details in my profile
   Mike M