The Performance Evals can help turn your most problematic employees into top producers – IF all of your managers are properly trained on how to do them the right way. In this program, Glenn shows you the simple but powerful and effective steps to make them work for your company.EAL reason you always have too much to do is not because you don’t put in enough hours. It’s not that you’re lazy. It’sa not that you’re disorganized. Those are the symptoms, not the problem.

If you’d rather have a root canal without anesthesia than do Performance Evals, you’re in good company. Managers describe it as their second most dreaded task (having to fire people is #1). But no matter how much you may hate doing them, you need to do them for seven very good reason.

Once a year isn’t enough, but it’s not about the actual time frame. In this lesson, Glenn explains why “midterm” evals with no money attached to them are so important.

Before you get into the mechanics of the evaluation, you first have to train the evaluator. The most important thing to train evaluators on is evaluator bias.

Remember the classic Chevy Chase movie “Christmas Vacation”? In it, Clark Griswold expects a big year end bonus he plans on using to put in a pool. Instead, he gets a membership to the Jelly of the Month Club, so his brother-in-law kidnaps his boss. In this lesson, Glenn explains how this can affect you when you’re doing performance evaluations.

Sometimes managers unintentionally give employees lower scores than they deserve. In this lesson, Glenn explains the three most common reason for Severity Biases, and how to avoid them when doing performance evaluations.

Sometimes the bias has nothing to do with leniency or severity, but just how recent certain events have occurred, In this lesson, Glenn explains how to avoid Recency Bias when doing performance evaluations.

There is an assumption that the longer someone has been with your company, the more valuable they are to your company. While that should be the case, it isn’t always the reality. In this lesson, Glenn explains how to avoid a Length of Service Bias when doing performance evaluations.

Sometimes managers try so hard to avoid being too lenient or too critical that they give everyone average scores. While this is easier for the manager, it does a huge disservice to the employee, and to the company. In this lesson, Glenn explains how to avoid a Central Tendency when doing performance evaluations.

In this lesson, Glenn reviews the five basic types of performance evaluations, and how to choose the best one for your company.

This lesson dives in deeper to the actual performance evaluation form, as Glenn explains why using a scale of 1 to 5 could be a big mistake.

In this lesson, Glenn walks you through the actual process of administering the performance evaluation to your employee after you’ve calculated their scores.

This program won’t make you the world’s leading expert on performance evaluations. But if you made it this far, you’ll be more qualified than 90% of all the managers in the world.