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What do you do if your performance evaluations for professionals in Conference Organization are ineffective?

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Performance evaluations are essential for professionals in conference organization, as they help them assess their strengths, weaknesses, and areas for improvement. However, not all evaluations are effective, and some may even harm the morale, motivation, and productivity of the staff. How can you avoid this situation and ensure that your performance evaluations are fair, constructive, and beneficial for both the employees and the organization? Here are some tips to follow.

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Elisandra Santos

Remunera??o Estratégica | Benefícios| Administra??o de Pessoal | Recursos Humanos
ASHISH RANA

Hospitality Manager
Abdullah Nami

Project Management Consultant @ Saudi Aramco | Project Management

1 Identify the purpose and goals

Before conducting any performance evaluation, you need to have a clear idea of why you are doing it and what you want to achieve. Do you want to reward outstanding performance, identify training needs, set new objectives, or address performance issues? Depending on your purpose and goals, you may need to use different methods, criteria, and tools to measure and communicate performance. For example, if you want to provide feedback on a specific project or event, you may use a 360-degree feedback method that involves input from peers, clients, and supervisors. If you want to align performance with organizational goals, you may use a SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) method that defines clear and realistic expectations and indicators.

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Elisandra Santos

Remunera??o Estratégica | Benefícios| Administra??o de Pessoal | Recursos Humanos
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Para garantir que minhas avalia??es de desempenho na organiza??o de conferências sejam eficazes, primeiro identifico claramente o propósito e os objetivos. Isso inclui melhorar o servi?o ao cliente, otimizar a eficiência operacional, garantir a qualidade dos eventos, promover o desenvolvimento profissional dos colaborados e aumentar o engajamento e a motiva??o. Ao entender esses objetivos, posso direcionar melhor o processo de avalia??o para atender às necessidades específicas da organiza??o de conferências, contribuindo assim para o sucesso geral dos eventos que coordenamos.

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ASHISH RANA

Hospitality Manager
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Clearly define what you aim to achieve with the evaluations, whether it's improving individual performance, enhancing team collaboration, or refining organizational processes. Aligning evaluation criteria with these objectives ensures effectiveness.

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Abdullah Nami

Project Management Consultant @ Saudi Aramco | Project Management
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A conference is a cultural gathering under a specific topic to which specialists in a field are invited and who present research and working papers that address one of the conference’s issues. The conference is usually organized by an educational institution such as universities or research centers, and usually extends for days during which research and working papers are discussed. Then the conference event concludes with the reading of the final recommendations, which are the results reached by the conference participants through their research and the working papers that they presented during it. These recommendations are usually specific elements that are a summary of the conference research and working papers that were presented.

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JORGE ARIAS

Análisis y desarrollo de políticas de promoción de la democracia
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Un Congreso reúne a líderes y profesionales que llegan con múltiples propósitos así que siempre habrá un porcentaje que no verá satisfechas sus aspiraciones. Para minimizar ese porcentaje es imprecindible que: 1. Los objetivos del Congreso sean claros y explícitos 2. Que organizadores y auspiciantes tengan una voz potente en el tratamiento de los objetivos del Congreso 3. Que los conferencistas aporten sabiduría y experiencia y los coordinadores de los grupos de trabajo actúen planificada y coordinadamente 4. Que haya medios de comunicación interactivos con los participantes que permita receptar sus comentarios, aporte, sugerencias y críticas on line, con un comité operativo que atienda esas demandas, en todo lo posible, de inmediato.

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Laura Frampton

Experienced Project Manager @ Springer Nature Group | MBA, Strategic Planning, Administration, Event Management, Stakeholder Engagement
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One thing I have found useful is to address concerns in smaller chunks if an annual evaluation is not working. It can be more helpful to shadow the organizer (where possible) and give feedback and suggestions for improvement as the planning goes along. You can give tips on organizing planning meetings, information sharing, organizing files and documents, and interacting with the planning committee and vendors. The feedback should be practical and offer solutions/best practices, invite organizer to share their ideas on how they can improve.

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2 Choose the right time and frequency

Another important factor to consider is when and how often you conduct performance evaluations. Ideally, you should conduct them regularly and consistently, so that you can monitor progress, provide timely feedback, and adjust plans as needed. However, you should also avoid overloading your staff with too many or too frequent evaluations, as this may cause stress, anxiety, and resentment. A good practice is to conduct formal evaluations at least once a year, preferably at the end of a cycle or a project, and informal evaluations throughout the year, such as after a major event or a milestone. You should also schedule the evaluations well in advance, so that your staff have enough time to prepare and reflect on their performance.

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ASHISH RANA

Hospitality Manager
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Assess whether evaluations should coincide with specific milestones in the conference organization process, such as pre-event planning, during the event execution, or post-event debriefing. Adjust frequency accordingly, balancing the need for feedback with the demands of the workload.

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Elisandra Santos

Remunera??o Estratégica | Benefícios| Administra??o de Pessoal | Recursos Humanos
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Opto por realizar avalia??es em momentos que n?o estejam muito próximos de eventos importantes, para evitar distra??es e estresse desnecessário. Além disso, prefiro realizar avalia??es de desempenho de forma regular, mas n?o excessiva, para que os profissionais tenham tempo suficiente para implementar feedback e melhorias entre uma avalia??o e outra. Isso pode incluir avalia??es bimestrais, semestrais, dependendo das necessidades específicas da equipe e da organiza??o. Essa abordagem ajuda a garantir que as avalia??es sejam oportunas, relevantes e construtivas para o desenvolvimento contínuo dos profissionais na organiza??o de conferências.

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3 Use multiple sources and methods

One of the challenges of performance evaluation is to avoid bias and subjectivity, which can undermine the validity and reliability of the results. To overcome this challenge, you should use multiple sources and methods to collect and analyze data on performance. For example, you can use self-assessment, peer assessment, client feedback, supervisor feedback, and external evaluation to gather different perspectives and opinions on performance. You can also use quantitative and qualitative methods to measure performance, such as surveys, interviews, observations, portfolios, and reports. By using multiple sources and methods, you can increase the accuracy and comprehensiveness of your evaluation and reduce the risk of errors and misunderstandings.

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ASHISH RANA

Hospitality Manager
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Gather feedback from various stakeholders, including colleagues, supervisors, clients, and self-assessment. Utilize diverse evaluation methods such as peer reviews, 360-degree assessments, performance metrics, and qualitative observations to capture a comprehensive view of performance.

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4 Provide constructive and balanced feedback

The most crucial part of any performance evaluation is the feedback session, where you communicate the results and recommendations to your staff. This is also the most sensitive and delicate part, as it can affect the morale, motivation, and behavior of your staff. Therefore, you need to provide constructive and balanced feedback that highlights both the strengths and the areas for improvement of your staff. You should also avoid personal or emotional comments, focus on facts and evidence, and use positive and respectful language. Moreover, you should encourage your staff to share their views and concerns, listen to their feedback, and involve them in the action plan. By providing constructive and balanced feedback, you can foster a culture of trust, learning, and collaboration among your staff.

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ASHISH RANA

Hospitality Manager
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Offer specific, actionable feedback that acknowledges strengths and identifies areas for improvement. Focus on behaviors and outcomes rather than personal traits, and ensure feedback is constructive, emphasizing development rather than criticism.

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Elisandra Santos

Remunera??o Estratégica | Benefícios| Administra??o de Pessoal | Recursos Humanos
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Busco destacar tanto as realiza??es quanto as áreas de melhoria dos profissionais. Ao fornecer feedback positivo, reconhe?o e valorizo as conquistas e contribui??es dos funcionários para o sucesso das conferências. Ao mesmo tempo, identifico de forma objetiva as áreas onde há espa?o para crescimento e desenvolvimento, oferecendo sugest?es claras e práticas para melhorar o desempenho. Essa abordagem equilibrada promove um ambiente de aprendizado e crescimento, incentivando os profissionais a se esfor?arem continuamente para alcan?ar seu potencial máximo na organiza??o de conferências.

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5 Follow up and support

Finally, you need to follow up and support your staff after the performance evaluation, to ensure that they implement the action plan and achieve the desired outcomes. You should not treat the performance evaluation as a one-time event, but as an ongoing process that requires continuous monitoring and communication. You should also provide your staff with the necessary resources, training, and guidance to help them improve their performance and overcome their challenges. Additionally, you should recognize and reward your staff for their achievements, celebrate their successes, and acknowledge their efforts. By following up and supporting your staff, you can increase their satisfaction, loyalty, and performance.

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ASHISH RANA

Hospitality Manager
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Establish mechanisms for ongoing support and development following evaluations. Encourage open communication channels for individuals to seek clarification, guidance, or additional resources to address identified areas of improvement. Monitor progress and provide reinforcement to sustain positive changes.

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Elisandra Santos

Remunera??o Estratégica | Benefícios| Administra??o de Pessoal | Recursos Humanos
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Após fornecer feedback durante as avalia??es, acompanho de perto o progresso dos colaboradores, oferecendo orienta??o adicional e recursos necessários para ajudá-los a alcan?ar seus objetivos de desenvolvimento. Isso pode incluir a implementa??o de planos de a??o personalizados, o acesso a treinamentos específicos ou a designa??o de mentores para fornecer orienta??o individualizada. Ao demonstrar meu compromisso em apoiar o crescimento profissional da equipe, estou incentivando um ambiente de aprendizado contínuo e melhorias constantes na organiza??o de conferências.

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Daniela Sabino

Top Voice em Desenvolvimento Pessoal | Clima e Cultura Organizacional | Engajamento de Pessoas | Estratégias de Pessoas e Gest?o | Gest?o da Mudan?a
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Isso mesmo. Essencial avaliar, comunicar e desenvolver, n?o esquecendo de acompanhar. Super necessário a gest?o do desempenho.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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ASHISH RANA

Hospitality Manager
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Evaluate the effectiveness of the evaluation process itself periodically and be open to making adjustments based on feedback and outcomes. Ensure evaluations are conducted fairly and transparently, with clear criteria and consistent application across all professionals involved in conference organization. Regularly communicate the value and importance of evaluations to foster a culture of continuous improvement and professional growth.

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What do you do if your performance evaluations for professionals in Conference Organization are ineffective?

1

2

3

4

5

6

1 Identify the purpose and goals

2 Choose the right time and frequency

3 Use multiple sources and methods

4 Provide constructive and balanced feedback

5 Follow up and support

6 Here’s what else to consider

Conference Organization

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What do you do if your performance evaluations for professionals in Conference Organization are ineffective?

1

2

3

4

5

6

1 Identify the purpose and goals

2 Choose the right time and frequency

3 Use multiple sources and methods

4 Provide constructive and balanced feedback

5 Follow up and support

6 Here’s what else to consider

Conference Organization

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