February 2014

Dear Reader,

How to Make Appraisals Really Easy!


Performance appraisals are a fundamental part of good performance management. It’s important for the success of your business that your employees feel appreciated and that they progress in their careers. It’s also vital that any issues with performance are managed effectively.

At this time of year, our attention often turns to the annual appraisal process. Is this something that you dread? You’re not alone, so this issue of Working Together is full of tips to help you make them really easy and effective.

To test your understanding of appraisals and how much you value them, click here to take our quick test.

Best wishes,

Sue
0118 940 3032


How to Make Appraisals Really Easy!

Appraisals should be divided in three stages – preparation, the actual meeting and the follow up. Here’s what to focus on at each stage.

1. Preparation
This is one of the most important stages of the appraisal process and is often missed or skipped over too quickly. You need to have facts about each employee's performance and evidence of instances in which they have performed well or badly. This will make the appraisal constructive and meaningful. 

Throughout the year, track each employee's performance and keep a log of memorable incidents or projects they’re involved in. Look back at previous appraisal information and job descriptions to make sure they are meeting their agreed objectives.

Make sure that your employees are prepared too. Agree the date, time and place for the meeting at least two weeks in advance; brief them on the importance and scope of the meeting and what you expect from them.

2. The Meeting
Once the preparation is done, here’s how to carry out the meeting:

  • Ask open and probing questions, giving your employees the opportunity to decide how to answer; encourage them to talk freely

  • Listen to what they say without interrupting. Also watch their body language
    for messages

  • Evaluate performance, not personality. Focus on how well the employee does their job rather than personal characteristics

  • Give feedback based on facts not subjective opinion. Use feedback to positively reinforce the good. In the case of underperformance, use it to help the employee understand the impact of their actions or behaviour and the corrective action required
     
  • Set SMART objectives for the future and set a timeline for improvement if an employee is underperforming. Look also for development opportunities to help your employees reach their potential

  • Document each appraisal. Write a summary of the discussion, what was agreed and any action to be taken while it’s fresh in your mind. 

3. Follow Up
Don’t just walk away at the end of the meeting, breathing a sigh of relief and forgetting about it all until next year!

Do what you say you will do. Fulfilling your promises reflects well on you and your business. If you’ve set deadlines for performance reviews, follow up on them. Check on progress that you discussed in the meeting.

If you don’t follow up with appraisals, the whole process will be a waste of time and something that neither you nor your employees look forward to or find useful.

Do You Still Need Help with Your Appraisals?

If you follow all these tips and still think that carrying out appraisals seems too difficult, we can help.
We will:

• Provide you with straightforward appraisal forms and a structured approach to preparation

• Give you tools to communicate the process and importance to your employees

• Guide you in preparing for the meeting

• Sit in with you on each appraisal meeting

• Prompt the conversation and make sure you don’t miss anything

• Give your employees an opportunity to put forward their points. We’ll help you with any unexpected and awkward questions!

• Keep a list of agreed objectives and actions

• Follow up with you a few months after the appraisals, to check that you’re       making progress on the actions and objectives set (and if not why not) before   you do the next round of appraisals.

The end result? Appraisals that actually work for both you and your employees! Together you’ll be able to identify areas for improvement and develop more engaged, productive staff. All good news for your business!
How much does this support cost? Just £90 +VAT per employee for the meeting and all the ongoing support! To find out more or to book dates for your appraisals, call me on 0118 940 3032 or click here to email me straight away.
www.OptionsHR.co.uk
T: 0118 940 3032 / 07889 607169
sueferguson@optionshr.co.uk		 18 Ridgeway
Wargrave
Berkshire
RG10 8AS

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