To change the way every person in your organisation approaches appraisals.

About the programme

Every organisation has a different kind of performance review system. Even so, the reaction to reviews is often the same - one of horror. Performance review sets out to encourage individuals to think about reviews in a new way, so they stop dreading them and start seeing them in a more positive light.

Performance review comes in two distinct parts - one for the manager and one for the appraisee. Unless both sides know what to expect, and how to get the most from the meeting, it will always fall short of the mark. Both sides have an equally crucial role to play.

Part one: Every manager's nightmare (length 30 minutes) is aimed specifically at managers. They know the importance of an employee's performance review, but this rarely makes having to do them any less painful. In fact, because they often end up being emotionally charged, they are seen more as 'excruciating' than 'crucial'.

To overcome this, and to show that we understand their apprehension, we identify six manager's 'nightmares': Defensive Dennis; Weepy Wendy; Silent Steve; Non-stick Nigel; Bolshy Becky and Bored Betty. We show these classic difficult characters in action and provide simple and effective strategies for getting them on-side. Through these characters we are able to demonstrate key review techniques managers can develop. By making them less confrontational and more productive managers will be able to fearlessly deal with all performance reviews.

Part two: Every appraisee's dream (length 20 minutes) is aimed at staff whose review is coming up shortly. This section really shows the positive side of performance reviews and gives a full and vivid illustration of just how well they can go when they're handled properly by both parties. It gives the appraisee something to aim for during their own review, but is also very useful for managers - showing them what can be achieved from a successful review.

We also introduce another new character - Tracy. Like many employees she feels her annual performance review is a complete waste of time. We see her learn the secrets of preparation, based on a new three-part structure to help her thinking process:

The dreaded appraisal Both sides of the appraisal interview

To ensure managers conduct positive appraisals that focus on staff motivation and business effectiveness.

About the programme
The dreaded appraisal, one of the world's best-selling learning resources, reveals the techniques required for effective appraisal interviewing. The programme is highly watchable and illustrates some typical problems managers and team leaders are likely to face in their interviews. Then it demonstrates how to turn the interview into a positive experience for both employer and employee.

It starts by introducing three common interviewee styles that are difficult for managers to deal with - and precisely shows how the interview can be made to work productively.

Shy Sharon bottles up her opinions and worries, so that her team leader is unable to find out her true feelings. He then treats the interview as an unworkable chore for both of them. However, when she is asked open questions and is praised on her abilities, she is encouraged to participate more productively.

Touchy Tracey easily takes offence and her team leader gets drawn into an unproductive argument about personality, not performance. The interview is turned round when she is asked to analyse her own performance through self-appraisal.

Aggressive Alan sees the interview as his chance to appraise the organisation and condemn everyone except himself. His manager becomes exasperated and loses control of the interview, but when Alan is asked to focus on facts and agree to realistic and measurable targets, he looks at his work in a more positive light.

Also included with the main title (or available for separate purchase for [50) is The appraisee preparation programme, a short video that will help staff prepare for an appraisal, understand its objectives and so get more from the interview.

The benefits: