appraisals - everything you need to know

Complimentary Webinar Slides:

Appraisals – Everything

You Need to Know

3rd June 2014

By

Barbara Nixon

A little bird told me….

0113 322 7240 [email protected] www. shorebird-rpo.com

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Appraisal Skills - Webinar

www.barbaranixon.co.uk

About Me


Management Development Coach and Trainer

Work with managers to develop them through:

Face to face workshops

Webinars

E-learning Packages

Regular Blogs& articles, hints and tips to share best practice

Coaching

For more information visit www.barbaranixon.co.uk

What is an Appraisal?


A 1-1 meeting with you and a member of your team

Opportunity to openly discuss the past 12 months and the performance of the individual

A great time to set objectives for the coming year, look at and plan the persons development and discuss their career aspirations.

It’s also a great opportunity for the individual being appraised to voice their opinions on their role

A 2 way discussion

Benefit of an Appraisal?


For the Company

Enhanced performance

Improved retention/morale/absence/labour turn over

Individuals will be better trained

Succession Planning will be visible and in place encouraging internal

development

Any shortfalls will be identified

Individuals will be more productive

The organisation may be more profitable



For the Individual

Further training and development

An opportunity to build a strong relationship with their Line Manager

Potential reward e.g. praise

Open feedback

An opportunity to give feedback



For the Manager

Stronger team work

Improved performance

The opportunity to get to know the team better

Succession Planning in place

Improved absence/morale/labour turn over/retention

Managers role


To listen to the person and give them the time they need

To give structure to the process, and make sure it’s fair and

consistent for everyone

To give accurate constructive feedback

To provide support, and agree goals going forward

To give advice on how the individual can improve

What skills do you need?


Listening Skills

Good Open Questions – What; Why; How; Where; When; Who or use

TED (Tell me; Explain to me; Describe to me)

Remain calm, don’t get emotional or confrontational

Be fair and consistent

Allow plenty of time and don’t rush

What do we need to prepare?


Book the room well in advance to avoid

Familiarise yourself with the form and show it to the individual.

Think about the feedback you want to give. Both positive and

constructive.

Have examples of all feedback.

Think about the individuals objectives for the coming year.

Think about their development and how you can help with that.

Give the individual plenty of notice before hand.

The form…


Familiarise yourselves with all the forms and paperwork you’ve

got to complete and know what you need to fill in.

Make sure the individual has their own copy before the meeting.

Don’t make the appraisal meeting about the form…it’s just to

record the conversation

Structure of the meeting


Step 1 – The Introduction

Make them feel comfortable

Turn off all of your gadgets

Think about where you’re seats are positioned

Have a chat about anything they’re interested in



Step 2 – Self Appraisal

Ask a good open question, and listen eg How did you

find the previous year?

Make sure your body language is open.

You will probably find that the individual will cover a lot

of the things you wanted to say anyway.



Step 3 – Main Body

You might use the questions and the themes on the form

to do this but be careful not to fill in the form

methodically.

Instead capture all your points through discussion and fill

in the positive bits first.



Step 4 – Action Plan

Discuss anything for the future

Agree future objectives

Training and development

Any areas of improvement

Future aspirations.



Step 5 – Conclusion

Sum up the discussion and ask the person for some

feedback for you.

Thank the person for their time.

Giving Feedback


A – Ask

This is the self appraisal. Ask the person how they think they have done, and then listen. Chances are they’ll say exactly what you were going to say.

L – Likes

Give the person some positive feedback. What have they done well?

C – Concerns

Where could they improve? What have they done not so well?

S – Suggestions

What could they do differently to improve? What suggestions do you both have?

Setting Objectives


S – Specific

M – Measurable

A – Achievable

R – Realistic

T – Timely

Questions?


You can join me on:

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http://www.twitter.com/Bnixon

http://www.linkedin.com/in/barbaranixon1

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Next weeks Webinar:

Behind the Curtain -

Psychometric Assessments

for Recruitment

11th June 2014 @ 1.00pm

By

Stephen O’Donnell

Click here to register

http://shorebird-rpo.com/free-webinars/item/behind-the-curtain-psychometric-assessments-for-recruitment

appraisals - everything you need to know

Leadership & Management