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  • Appraisal – Performance Management
  • Appraisal and Performance – Performance Management – Carrying out effective appraisal of your employees allows a variety of benefits:

    Provides structured opportunity for staff at different levels to discuss work, their relationship and how they support each other


    Provides a forum for individual feedback on work performance
    Provides a formal channel through which development needs are identified
    Clarifies what is expected of an individual and how this relates to the Company objectives


    Improves teamwork through shared objectives
    Allows face to face discussion on a one-to-one basis
    Helps to plan ahead together


    Provides a chance to explain to staff about developments affecting the team
    Opportunity to thank staff for a job well done
    Can have a frank exchange of views


    Can counsel and advise your staff
    Staff can present their views and ideas
    Opportunity for you to influence attitudes and behaviours


    THE APPRAISERS CHECKLIST

    Preparation
    Collect the information which you will require
    How they have performed against last years objectives
    How they have managed their resources
    Problems they have had, and how they have addressed these
    Their strengths and weaknesses
    Their likely training / development needs
    Any changes to their job / objectives through the year
    Any problems with relationships
    Evidence of self-development over the year

    Prepare the Environment
    Choose an appropriate room
    Allocate enough time
    Inform the appraisee well in advance
    Ensure there will be no interruptions

    Prepare the Appraisee
    Explain the appraisal process in advance
    Allow them time to adequately prepare
    explain to them how to get the most from the appraisal interview

    Reflect on the skills you require for effective appraisal interviewing
    questioning, listening, giving and receiving feedback, problem solving, note taking, being fair

    The Appraisal Interview
    Introduction
    explain the purpose of the interview
    explain the stages of the interview
    recap on the situation at the last (or interim) appraisal
    state the benefits which you hope will be achieved by the appraisal
    encourage the appraisee to use the notes which they may have prepared
    ask the appraisee about their expectations of the appraisal
    agree areas of discussion based on both your agendas

    The Main Part of the Interview
    Employees gives view of how the year has gone
    Prompt questions:
    what have you done most effectively or has given you most satisfaction during the year?
    what have you done least effectively or has given you least satisfaction during the year?
    have you come across any obstacles – in the job situation, or in your own knowledge and skills that have prevented you from working as effectively, or with as much satisfaction as you would have wished?
    if so how might these be overcome or avoided?

    Review each specific objective
    was each action carried out within time and effectively
    was appropriate training and support given – if not, why not
    were there constraints outwith the individuals control e.g. lack of resources, sickness etc.
    did the individual timeously identify potential problems with achieving the objective and actively seek solutions
    ?application of a performance rating

    Agree Objectives for this Year

    Identify the appraisee’s training and development needs
    how does the appraisee see their future career, and what are their aspirations
    your perception of the future for the appraisee
    areas where specific training is required to assist them to do their job / meet their objectives
    area of professional development required to maintain / enhance professional skills
    areas of development they wish to undertake which may be of more benefit to them than the Company

    Concluding the Interview – summarise:
    solutions identified to problems
    specific job objectives agreed
    actions to be taken forward by both you and the appraisee
    agreement about reviewing objectives through the year
    actions in relation to training and development activity

    Record the Appraisal Outcomes