appraisals - everything you need to know

Download Appraisals - Everything you need to know

Post on 08-May-2015



Leadership & Management

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These slides compliment the webinar "Appraisals - Everything you need to know" by Barbara Nixon. In the webinar Barbara discusses the benefits of well executed appraisal for all concerned, What essential skills you need to conduct an effective appraisal and her five point plan for structuring the appraisal. If you would like to view the recording of this webinar or all our archives then please join our LinkedIn Network or email


  • 1.Complimentary Webinar Slides: Appraisals Everything You Need to Know 3rd June 2014 By Barbara Nixon

2. A little bird told me. 0113 322 7240 www. SHOREBIRD ATTRACT SHOREBIRD MANAGE SHOREBIRD SUPPORT Help companies with their direct hiring strategy 3. Appraisal Skills - Webinar 4. About Me Management Development Coach andTrainer 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 5. 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. Its also a great opportunity for the individual being appraised to voice their opinions on their role A 2 way discussion 6. 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 7. Benefit of an Appraisal? 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 8. Benefit of an Appraisal? 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 9. Managers role To listen to the person and give them the time they need To give structure to the process, and make sure its 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 10. 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, dont get emotional or confrontational Be fair and consistent Allow plenty of time and dont rush 11. 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. 12. The form Familiarise yourselves with all the forms and paperwork youve got to complete and know what you need to fill in. Make sure the individual has their own copy before the meeting. Dont make the appraisal meeting about the formits just to record the conversation 13. Structure of the meeting Step 1 The Introduction Make them feel comfortable Turn off all of your gadgets Think about where youre seats are positioned Have a chat about anything theyre interested in 14. Structure of the meeting Step 2 SelfAppraisal 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. 15. Structure of the meeting 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. 16. Structure of the meeting Step 4 Action Plan Discuss anything for the future Agree future objectives Training and development Any areas of improvement Future aspirations. 17. Structure of the meeting Step 5 Conclusion Sum up the discussion and ask the person for some feedback for you. Thank the person for their time. 18. Giving Feedback A Ask This is the self appraisal.Ask the person how they think they have done, and then listen. Chances are theyll 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? 19. Setting Objectives S Specific M Measurable A Achievable R Realistic T Timely 20. Questions? 21. You can join me on: 22. View more FREE webinars at Join our LinkedIn Group to access slides and recordings Connect on social media Thank you 0113 322 7240 www. 23. Next weeks Webinar: Behind the Curtain - Psychometric Assessments for Recruitment 11th June 2014 @ 1.00pm By Stephen ODonnell Click here to register


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