Management, leadership and team development › The Successful Appraisal

The Successful Appraisal

This is a sample learning overview that we can design and deliver specifically for your organisation.

The appraisal is an important component in your framework of performance management. Too often, it is seen as irrelevant or as an onerous exercise in bureaucracy and box-ticking. The challenge is to make the appraisal engaging, motivational and effective. We can design and deliver a programme to help you achieve that.

What will participants learn?

By the end of such a workshop participants will be able to:

  • Ensure that appraisals make a significant contribution to a culture of high-performance
  • Use the review process as to increase engagement, enhance motivation and contribute to retention of your most talented people
  • Achieve a greater degree of consistency in the way appraisal reviews are conducted
  • Link the appraisal to personal development plans, career progression and competency frameworks
  • Make sure that, prior to the review, you know what needs to be said – and that you have evidence to support what you intend to say
  • Provide evidence-based feedback. Being specific and detailed. Saying what was good – and why it was good
  • Talk about areas in which improvement is necessary – without using ‘the wrecking ball’ to demolish confidence and motivation
  • Confront realities and deal with difficult issues and deal with a reluctance to accept those realities

View typical programme content

Programme

A typical programme may cover:

Preparation

  • Meticulous, professional, considered
  • Linking this appraisal to personal development plans, career progression and your competency framework
  • Making sure that, prior to the review, you know what needs to be said – and that you have evidence to support what you intend to say
  • Managing expectations. That the individual you are appraising knows what to expect – and what is expected of him or her

Structure and focus

  • Creating a safe space in which a productive conversation can take place. Setting ground rules
  • Big picture. Giving the overview before you go down into detail
  • Structuring the conversation. Identifying different dimensions of performance and contribution

Feedback

  • Giving good news. Positive feedback on what has been done well
  • Evidence-based feedback. Being specific and detailed. Saying what was good – and why it was good
  • Talking about areas in which improvement is necessary. Not using ‘the wrecking ball’ to demolish confidence and motivation
  • Confronting realities and dealing with difficult issues. Dealing with a reluctance to accept those realities

Engagement

  • Asking the individual being appraised to assess their own performance. Inviting them to conduct a diagnosis – why did things happen as they did?
  • Questioning skills. How to use questions to explore, clarify, enhance understanding, share insights, invite contribution
  • Listening skills. Full attention listening. Hearing what is said and listening for what is not being said. Taking notes. Reflecting on what has been said and giving a considered response
  • Moving things forward from an exploration of the status quo to a view of the future

Goal setting

  • Using a coaching approach. Using the GROW model
  • Setting goals that are P to the power of three – personal, passionate and practical
  • Setting SMART objectives. Creating ownership for what will happen next

Follow through

  • Making sure that goals are achieved and that the action plan is implemented
  • Monitoring progress and setting further goals
  • Giving feedback on what has been achieved

 

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