During a recent performance appraisals training session I was delivering to a group of Line Managers, some of whom were very experienced whilst others were very new to the role, I was struck by how some simple initial steps can improve the appraisal process immediately.
The group identified three themes which they felt would be a good starting point for them:
The group can then look to how to structure the appraisal conversation, handle difficult feedback, offer positive feedback and develop the core skills over time.
Doing it counts; very skilled Line Managers conducting ad-hoc appraisals with no follow up doesn't cut it.
John
The group identified three themes which they felt would be a good starting point for them:
- How they should communicate the importance of the appraisal process and the benefits for employees
- Ensuring that 1:1s started to happen consistently for all employees; the quality of the 1:1 sessions can improve, but first get them scheduled and conducted regularly to set the expectation
- Make sure that whatever is discussed, agreed upon, etc is followed up
The group can then look to how to structure the appraisal conversation, handle difficult feedback, offer positive feedback and develop the core skills over time.
Doing it counts; very skilled Line Managers conducting ad-hoc appraisals with no follow up doesn't cut it.
John
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