Congratulations! You have completed the course "Conducting Effective Performance Reviews."

We began this course by exploring what performance reviews are and why they are important. We also learned about the role of trust in the performance appraisal process. Then, we took a moment to examine some common pitfalls and considered how to avoid them.

Then, we looked at a few different types of performance reviews and the key characteristics to make any review a success. We also reviewed some sample forms, and introduced the four steps in the performance management process.

Next, we explored the first step in the performance management process: goal setting. We learned how dreams and goals fit together, and how the SPIRIT acronym can help us set good goals.

Then, we looked at the first three phases of the performance management cycle, which overlap with the performance management process: the basis for review, setting standards, and performance development plans.

After that, we stepped back from performance management tools to work on supporting skills, including listening skills, asking questions, and managing our body language. We also considered some helpful tips for constructive feedback and for accepting criticism.

With all the basics in place, we moved onto how to prepare, conduct, and follow up on a performance appraisal interview.

To wrap everything up, the next several sessions focused on a continuous case study, where we helped an employee set goals, provided them with feedback, coached them, and conducted a mock interview. Coaching tips were included in this part of the course.

We then explored how to maintain performance and handle performance problems. We also learned some tips for terminating an employee.

With all of this in mind, we reviewed the pre-assignment and considered our next steps. The final session of the course provided some handy checklists to help us apply what we have learned.

You should now feel ready to participate in all phases of the performance appraisal process.

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