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Appraisal Workshop

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Appraisal Workshop

  1. 1. Effective Performance Appraisals - step by step
  2. 2. Your objectives for your performance appraisals?
  3. 3. The costs of employee turnover?
  4. 4. Why do people leave their jobs? <ul><li>Boredom with job </li></ul><ul><li>Salary & Benefits </li></ul><ul><li>No recognition for good work </li></ul><ul><li>Unhappy with management </li></ul><ul><li>Limited advancement opportunities </li></ul><ul><li>Other Reasons </li></ul>5% 15% 25% 30% 20% 5%
  5. 5. How do appraisals help? <ul><li>They provide you with opportunities to: </li></ul><ul><li>Provide feedback & recognise contribution </li></ul><ul><li>Provide feedback to improve performance </li></ul><ul><li>Receive feedback; listen & establish rapport </li></ul><ul><li>Explore advancement opportunities </li></ul><ul><li>Plan for required improvements </li></ul><ul><li>Explore job fit & responsibilities </li></ul><ul><li>… addressing the major reasons people leave </li></ul>
  6. 6. How does the 360 report help? <ul><li>Provides a good reason for regular feedback </li></ul><ul><li>Allows you to replace vague opinion with structured data </li></ul><ul><li>Uncovers heretofore unseen strengths </li></ul><ul><li>Exposes specific areas for development focus </li></ul><ul><li>Is perceived as more equitable and therefore more likely to prompt needed change </li></ul>
  7. 7. “ R.A.V.E.” Reviews eview nalyse ision ncourage R A V E
  8. 8. “ R.A.V.E.” Reviews R eview their 360 Degree reports, development plans & any performance data or records in advance of the meeting. Allow them to do so too. NO surprises
  9. 9. “ R.A.V.E.” Reviews A nalyse & discuss their personal development plans with them. First strengths & then development objectives. Discuss any “coal-face” performance issues & agree performance development & attainment objectives . Set next review date.
  10. 10. The Truth Hurts! … or does it?
  11. 11. Secret of Apositive Feedback “ That was great, take the shot like that again….” “ ...except this time grip the club more like this…” Coach : from strength to required improvement
  12. 12. “ R.A.V.E.” Reviews V ision for future growth and development for the individual to get to the next level. Help them to “see” their potential.
  13. 13. “ R.A.V.E.” Reviews E ncourage the person. Give them a fine reputation to live up to. Send them away on a high - even if they still have work to do to reach par.
  14. 14. “ R.A.V.E.” Reviews eview nalyse ision ncourage R A V E
  15. 15. Do <ul><li>Let the appraisee review any relevant data before the meeting </li></ul><ul><li>Base the appraisal on objective data, results and specific accomplishments </li></ul><ul><li>Encourage two-way dialogue </li></ul><ul><li>Balance the good news (positive) with the important news (room for improvement) </li></ul><ul><li>Praise every improvement, however slight </li></ul><ul><li>Put the spotlight on success </li></ul>
  16. 16. Do <ul><li>Depersonalise mistakes </li></ul><ul><li>Use “it” not “you” or “I” statements </li></ul><ul><li>Focus on the performance and not the performer </li></ul><ul><li>Let the appraisee save face </li></ul><ul><li>Agree mutual objectives for improvement & expect improvement </li></ul><ul><li>End with reassurance and giving the appraisee a high reputation to live up to </li></ul><ul><li>Have feedback meetings more than once a year </li></ul>
  17. 17. Don’t <ul><li>Save up any unpleasant surprises </li></ul><ul><li>Be an adversary </li></ul><ul><li>Focus exclusively on failure </li></ul><ul><li>Base your judgement on opinion </li></ul><ul><li>Launch personal attacks or humiliate </li></ul><ul><li>Expect miracles </li></ul><ul><li>Criticise, condemn or complain </li></ul><ul><li>Just “see what happens” </li></ul><ul><li>Ignore him / her until next appraisal and still expect improvement </li></ul>
  18. 18. Don’t <ul><li>Make it a pay negotiation !!! </li></ul>
  19. 19. Focus upon the value of appraisals <ul><li>They help you keep your best and improve the rest by providing you with opportunities to: </li></ul><ul><li>Provide feedback & recognise contribution </li></ul><ul><li>Provide feedback to improve performance </li></ul><ul><li>Receive feedback; listen & establish rapport </li></ul><ul><li>Explore advancement opportunities </li></ul><ul><li>Plan for required improvements </li></ul><ul><li>Explore job fit & responsibilities </li></ul>
  20. 20. Effective Performance Appraisals - step by step

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