The document discusses effective performance appraisals and reviews. It provides tips for conducting appraisals, including allowing employees to review relevant data beforehand, basing appraisals on objective data, providing both positive and improvement feedback, and ending on a positive note by setting improvement objectives and giving employees a good reputation to live up to. Conducting regular feedback meetings helps address the top reasons employees leave by providing recognition, opportunities for growth, and two-way communication.

1. Effective Performance Appraisals - step by step

2. Your objectives for your performance appraisals?

3. The costs of employee turnover?

4. Why do people leave their jobs? Boredom with job Salary & Benefits No recognition for good work Unhappy with management Limited advancement opportunities Other Reasons 5% 15% 25% 30% 20% 5%

5. How do appraisals help? They provide you with opportunities to: Provide feedback & recognise contribution Provide feedback to improve performance Receive feedback; listen & establish rapport Explore advancement opportunities Plan for required improvements Explore job fit & responsibilities … addressing the major reasons people leave

6. How does the 360 report help? Provides a good reason for regular feedback Allows you to replace vague opinion with structured data Uncovers heretofore unseen strengths Exposes specific areas for development focus Is perceived as more equitable and therefore more likely to prompt needed change

7. “ R.A.V.E.” Reviews eview nalyse ision ncourage R A V E

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. “ 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. The Truth Hurts! … or does it?

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. “ 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. “ 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. “ R.A.V.E.” Reviews eview nalyse ision ncourage R A V E

15. Do Let the appraisee review any relevant data before the meeting Base the appraisal on objective data, results and specific accomplishments Encourage two-way dialogue Balance the good news (positive) with the important news (room for improvement) Praise every improvement, however slight Put the spotlight on success

16. Do Depersonalise mistakes Use “it” not “you” or “I” statements Focus on the performance and not the performer Let the appraisee save face Agree mutual objectives for improvement & expect improvement End with reassurance and giving the appraisee a high reputation to live up to Have feedback meetings more than once a year

17. Don’t Save up any unpleasant surprises Be an adversary Focus exclusively on failure Base your judgement on opinion Launch personal attacks or humiliate Expect miracles Criticise, condemn or complain Just “see what happens” Ignore him / her until next appraisal and still expect improvement

18. Don’t Make it a pay negotiation !!!

19. Focus upon the value of appraisals They help you keep your best and improve the rest by providing you with opportunities to: Provide feedback & recognise contribution Provide feedback to improve performance Receive feedback; listen & establish rapport Explore advancement opportunities Plan for required improvements Explore job fit & responsibilities

20. Effective Performance Appraisals - step by step