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Proposal for a Two-Day Training Workshop on Effective Feedback Skills for Performance Reviews

A structured proposal for a two-day training program on feedback skills in performance reviews. This solved assignment outlines workshop objectives and methodologies.

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    TRAINING WORKSHOP PROPOSAL 1 Imagine that you are tasked with the development and delivery of a two - day training workshop for 100 managers on how to use effective feedback skills when delivering one - on - one performance reviews to employees. In an 800 to 1,000 word paper (excluding the title and reference page), construct a proposal that identifies three specific learning objectives, a discussion of the content the training would entail, methods to be used (e.g. lecture, case study, role play), and the instructional media and equipment required and explains why. Specify the logistical arrangements, such as type of room setup, that can enhance or undermine the content and interaction between participants. Assess the impact that room set up has upon communication within the group. Training workshop proposal Introduction Reviewing employee’s performance and giving them feedback is a dreadful ritual for some of the managers. Giving and receiving feedback on performance is amongst the important communication techniques which involves the engagement of the manager with the team members ( Larson, 1989). The workshop will help the managers build this confidence and give performance reviews to the employees in a positive manner. A collection of tips which will accompany efficient feedback will be delivered to the managers. Delivering Effective Feedback For feedback, t he managers have to document each of the things about the performance of the employee and then have to prepare and save his comment. After this the manager brings the hel pless employee to pour on him all the constructive criticism. The process is wrongly handled several times as discussing the performance is emotional process and should be carried out by introducing improvement suggestions a nd future goals of the employee ( Larson, 1989).

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