Helping people develop their day-to-day performance is the role of every great Manager.
Giving positive feedback and guidance is a Key Skill in the development of your people.
The appraisal process is the key to continuous improvement, company growth and staff retention.
The role of management in the annual appraisal is crucial, as what you decide affects the year ahead. Handled well and with joint responsibility, quality appraisals can really develop your staff and aid your people management tasks throughout the year.
Making sure that you have a robust appraisal process will ensure a consistent approach across your company.
So, let’s start here and ask yourself the following 8 questions… write down your answers
1. What is the purpose of appraisals?
2. Know and understand clearly what is your role is in the process and how to give an appraisal interview?
3. Do you prepare for appraisals? – the appraiser and the appraisees
4. Does your company recognise and offer staff development?
5. Are you setting SMART Goals?
6. Do you know how to address performance through appraisals?
7. Do you set Action plans for further development and monitor activity?
What is the purpose of appraisals?
The purpose of appraisal is to introduce a set a time to communicate with your staff so that you can achieve better work performance from your employees.
Appraisals should include the following:
Understanding your role in the appraisal process is crucial to success. Make sure that you know the company’s system and process so that you are confident in delivering appraisals.
Ask for support and training!
Do you prepare for appraisals? – the appraiser and the appraisees
You may or may not know that to not prepare and plan for an appraisal is the route to disaster. Follow your companies processes and procedures if they do not have them then may be it is time to attend some Appraisals & Performance Training
Does your company recognise and offer staff development?
Understanding and recognising strengths and weaknesses of your staff will enable you to identify areas that need development, coaching, training or buddy support from another team member.
Are you setting SMART Goals?
SMART is a well-established tool that you can use to plan and achieve your goals it means
Setting SMART goals with your staff will enable you to achieve the overall company goals by dissecting them into smaller elements and assigning them to individuals – this gives countability and responsibility and that if all the individuals complete the tasks set then the main objective will be reached.
Do you set Action plans for further development and monitor activity?
Setting action plans for further development and other areas that have come from the appraisal discussion enables both the appraiser and the appraises a point of reference that can then be used throughout the year to monitor success and or poor performance.
What next
Join me here
If you need support to get your appraisals right click here http://www.mlptraining.co.uk/course/21/Appraisals___Performance_Training
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