Half-day 1: morning
An in-depth look at communication theories and the impact of non-verbal signals during evaluation conversations. Workshops on strategies for successful evaluation conversations and constructive feedback conversations.
This page was translated from Dutch with AI.
Evaluation conversations
An evaluation conversation is difficult when you have to discuss both positive and critical points. In this in-company training, you learn to communicate empathetically and clearly during evaluations and to use feedback to motivate someone. The training lasts two half-days and is for 6 to 12 participants.
Do you recognise this?
In fifteen minutes, you will be sitting opposite an employee for the annual review. You have two things on paper: what went well and what needs to improve. You already know you are going to deliver the second point more softly than you actually mean.
Or the conversation goes smoothly until you make the critical remark, and then the atmosphere changes. The other person looks away, you rush to the end. You want to be honest and not damage the relationship, and that does not seem to go together.
You hold evaluation conversations, and yet:
- you feel uncomfortable expressing critical points;
- you are afraid of discouraging someone or damaging the relationship;
- a conversation ends in frustration or dissatisfaction;
- you do not know how to deal with tension or conflict during an evaluation.
An evaluation does not have to be a tipping point in the wrong direction. It can be a turning point in your working relationship, with colleagues, suppliers or partners.
Why do evaluations remain so uncomfortable?
An evaluation touches on two things at once: the work and the person. That is why criticism quickly feels like a risk, and the tendency arises to soften it or to be too harsh.
Then criticism remains unspoken or lands too heavily. The tension lingers, for you and for the other person, and the chance to motivate someone passes by.
It does not have to stay this way. An evaluation can be a turning point in your working relationship, and how you hold that conversation can be learned.
How do you hold an evaluation conversation that yields results?
Being clear and empathetic at the same time is a skill, not a matter of character. With the right approach, critical points remain concrete and the other person stays motivated.
Our coaches know the tension right before such a conversation. In two half-days, you work on communication, non-verbal signals and constructive feedback, and you practise in simulations and role plays with conflict and assertive communication.
This way, you learn to use every evaluation moment to motivate and activate someone.
What you can do after the training
After the training you can:
- develop strategies for successful evaluation conversations, both internal and external;
- understand non-verbal communication and use it effectively during evaluations;
- manage conflicts and give and receive constructive feedback;
- communicate assertively when a conversation gets difficult;
- use every evaluation moment to motivate and activate someone.
This is how we approach it
The training consists of two half-days.
Half-day 2: afternoon
Simulations and role plays aimed at managing conflicts and applying assertive communication during evaluations.
Afterwards you keep practising
Every training is extended in the THOC Leerruimte, our digital learning platform with course material, a syllabus and videos. Your material remains available and you get an AI Coach who knows the lesson.
We work in an experience-oriented way: you practise with practical situations and simulations, so that you apply your evaluation skills immediately.
Who gives this training
Our coaches can give this training. Tell us how evaluations currently go in your team, and we will tailor the programme to that.
Frequently asked questions
Practical details
- Languages: English, Dutch
- Half-days: 2
- Participants: 6 to 12