The appraisal meeting strikes fear into many managers. They fear its time-consuming nature and they fear the meeting itself. The former issue is often cultural. The time spent on performance appraisals is a fantastic investment for managers if the process is run well. A stitch in time saves nine.
The meeting itself is only feared by poorly trained managers who are uncertain of how to handle the meeting. Appraising an individual is an unnatural task for many managers but it can be trained.
The structure of our own training course for the performance appraisal meeting is as follows.
Brendan
The meeting itself is only feared by poorly trained managers who are uncertain of how to handle the meeting. Appraising an individual is an unnatural task for many managers but it can be trained.
The structure of our own training course for the performance appraisal meeting is as follows.
- Understanding the purpose of performance management and the annual cycle
- How to review performance in-year
- How to conduct the end-year performance appraisal meeting
- How to handle performance and behaviour problems
- Use of coaching within appraisals: the GROW model
- Core skills: listening, asking questions, giving feedback, confronting, supporting.
Brendan
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