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Assignment - 20\% Using your answers from the Course Evaluation, please complete the following. - Plan a discussion with the instructor (me ()) using the Interaction Essentials. (Open, Clarify, Develop, Agree and Close) During the Develop stage, you will set a goal for the instructor to achieve (use outline provided) - Identify 2 Principles for Effective Communication that you will incorporate in your discussion. (Empathy, Esteem, Involvement, Share and Support) Plan out your discussion with the instructor to share your thoughts and goal regarding the Effective Leadership Strategy course. What 2 Principles for Effective Communication will you be sure to use in your discussion and why? and because Fill in what you will say below: OPEN (be clear on what you are going to be discussing in the meeting) CLARIFY (ask a question and check for understanding) CLOSE (what will you say to end the discussion) EVALUATING PERFORMANCE What are performance evaluations? Performance evaluations provide feedback to employees, telling them how they are doing on a regular basis. Evaluations can be a meeting, questionnaire, formal process and more.... What can happen if there is NO feedback given? Without feedback, employees might believe things like, "I must be doing very badly" or "my performance must be perfect". EVA L UT I NG PERFORMANCE What are the benefits of performance evaluations? - Regular evaluations can prevent a lot of employee guessing and misunderstanding. - Compliments can boost employee's self esteem. - Identifying areas of improvement allows the employee/individual to focus on the specific task(s) before the next evaluation. - Through discussion the leader can recognize new contributions and a better understanding of the overall employee and their performance. - Accomplish goals O B S TACLES TO EFFECTIVE P E R F R MA NCE EVALUATION S - Unskilled Leaders/Supervisors/Managers - some leaders may not receive sufficient training in conducting performance evaluations. - Ineffective Forms - When evaluation forms do not contain points that relate to job performance or become too complicated and lengthy, the forms themselves may cause problems. - Inadequate Procedures - Some hospitality operations may have few, if any, organized procedures for conducting performance reviews. Some leaders may conduct performance evaluations only when they wish to discipline employees not as opportunities to gain the benefits of evaluation. O BS TACLES TO EFFECTIVE PERFORMA NCE EVALUATIONS - Lnskilled Leaders/SupervisorsaManagers-some leaders may not receive sufficient training in conducting performance evaluations. - Ineffiective Forms - When evaluation forms do not contain points that relate to job performance or become too complicated and lengthy, the forms themselves may cause problems, - Inadequate Procedures - Some bospitality operations may have few, if any, organized procedures for conducting performance revicus. Some leaders may conduct performance evaluations only when they wish to discipline employees not as opportunities to gain the benefits of evaluation. OBSTACLES TO EFFECTIVE PERFORMANCE EVALUATIONS - Infrequent Eyaluation - Some operations conduct performance evaluations infrequently and irregularly rather than regular and frequently. - Fear of Offending Employees - It is hard to tell an employee when perfornance does not meet standards. - Enilure to Follow up-Some leaders may fill out and file performance evaluation forms, but do nothing else with them. TIPS ON CONDUCTING AN EVAL UATION FIRST STEP: Follow the Interaction Essentials and plan out your discussion. (Opon, Clarify, Develop, Agre, Cloac) TIPS: - Ask the employee to evaluate themselves and then compare to yours. - Active listening (don't interrupt) - Discuss both strengths and challenges (balanced) - Be specific and timely (S.T.A.R feedback) - Avoid being "vague" or unclear - Develop solutions or improvements together