1 on 1- Informal Employee Performance Review Package
Includes:  1 on 1 (Extended Version), 1 on 1 (Standard Version), and Building Employee Morale: Missed Opportunities.

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Video Synopsis of 1 on 1- Informal Employee Performance Review

John, an information technology manager, is stopped in the hallway by Linda, an operations manager, and Linda's boss, Jim. They want John's unit to make some improvements to employee performance reports they get each month from the I.T. department. In this short exchange, John learns that Linda and Jim are meeting with each of their direct reports each month, one-on-one, to do informal performance reviews.

Curiosity gets the best of John, and he takes Jim and Linda out to lunch so they can give him a how-to crash course on one-on-one informal employee performance reviews.

John definitely keeps things interesting; he is obviously a sharp manager with a will to do his job better, but his dry humor and sarcasm will make you wonder how he was promoted into management in the first place.

Through a series of vignettes where John is practicing the lessons Linda and Jim have given him, we get to see that John is a very talented coach; in the setting of a one-on-one, his gift for coaching and listening shines. As a plus, we also get to see John confronted about his "misuse" of humor by an unlikely messenger.

As another plus, this video features a scene called the "The Meets Problem" that suggests a solution to the problem of employees feeling like they've received a poor score when they've been rated as Meeting Standards during a performance evaluation. You could also call it the "The Meets Paradox," because a Meets Standards rating doesn't seem to meet anyone's standards. Or does it? Should it?

IMPORTANT NOTE: 1 on 1 is 40 minutes long, so we edited a shorter, 27-minute version by deleting the “Meets Problem” scenes; we also created a stand alone, 18-minute program out of the “Meets Problem” scenes. . .

Features and Benefits for: 1 on 1 – Informal Employee Performance Review

How many things can you do as a manager that will quickly produce measurable improvement in employee performance and employee morale? A periodic one-on-one, informal employee performance review with each of your direct reports is one of those things.

Employees desire performance feedback from their supervisor—not just a “good job” or “you can do better” every now and then; informal or formal, we all want meaningful and cyclical appraisal.

Recurring, one-on-one, informal employee performance reviews, can improve employee morale, employee performance, and employee retention. This dramatic video offers instruction and tips for conducting meaningful and productive one-on-one meetings.

Training Points:

• Planning for recurring one-on-ones.

• Managing performance reports through a suggested binder-system.

• The importance of SHOWING UP!

• What to cover during one-on-ones.

• Informally reviewing performance.

• A "Meets" rating is a good thing, not something that is simply unimpressive.

• How to extract company / process improvements with a simple question.

• The importance of 180-degree feedback; How are YOU (the manager) doing?

• The importance of documenting key points, and actions plans discussed during the one on one.

Features and Benefits for: Building Employee Morale:  Missed Opportunities

If you are a people-manager, Building Employee Morale - Missed Opportunities may be one of the most important training videos you will ever see.

Building Employee Morale - Missed Opportunities is an entertaining and thought provoking dramatization that suggests a solution to the "Meets Problem." The "Meets Problem" occurs when an employee feels like they've received a poor score when they've been rated as Meeting Standards during a performance evaluation. You could also call it the "The Meets Paradox," because a Meets Standards rating doesn't seem to meet anyone's standards. Or does it? Should it?

Even if you do not do formal performance evaluations - Building Employee Morale has practical application; the "Meets Problem" doesn't reserve itself only for formal appraisals - it rears its ugly head in informal discussions, interdepartmental relations, and even at home!

Training Points

• Don’t be unimpressed by employees who are receiving JUST a Meets Job Standards rating on evaluations.

• Employees who are meeting job standards should be praised for doing so.

• If a Meets Job Standards rating is not an impressive accomplishment, your job standards need to be re-evaluated.