This document discusses appraisals, SMART objectives, and feedback for employee evaluations. It provides: 1) An overview of what appraisals are and why they are important for setting objectives and identifying strengths and areas for improvement. 2) Details the SMART framework for setting objectives - objectives should be specific, measurable, achievable, relevant, and time-based. 3) Guidelines for providing positive and improvement feedback using the SITS and SIPS models, emphasizing the need for specific, impactful, and solution-oriented feedback.

1. IEN 312 ENGLISH FOR
BUSINESS MEETINGS
A.Warisa Suksomboon
Week 12

2. Appraisals
• Appraisals are a combination of providing feedback on an
employee’s recent performance and setting objectives
for the future. Good appraisals give us a clear sense of
our aims for the following year and also help us to identify
our strengths and the areas in need of improvement. It is
important to ask the person being appraised for their view
and opinions so that they are involved in setting
objectives and planning improvement. It should be a
collaborative process.

3. Appraisals (Talking Points)
• Do you worry about appraisals? Why / why not?
• How can an appraisal help an employee?

4. SMART Objectives
• Objectives should be SMART.
• S – Specific
• M – Measurable
• A – Achievable
• R – Relevant
• T – Time-based

5. SMART Objectives
• Specific
• The objective is clearly defined. The employee needs to know
exactly what it is that they are required to do.
• Measurable
• It should be measurable so that it is easy to judge objectively if the
target has been achieved and with what degree of success. Was it
achieved on time? Can we objectively measure how successfully it
was done?
• Achievable
• The objective has to be realistic. We should not set an objective
that is to hard or impossible to achieve.

6. SMART Objectives
• Relevant
• A relevant object is connected with the core aspects of the
employee’s work, so it is a task which is clearly related to their job
and past experience.
• Time-based
• Objectives need to be ‘time-based’ with agreed deadlines so that
progress can be reviewed afterwards.

7. Feedback
• Positive feedback: the SITS model
• Specific – it includes specific examples or evidence of the
employee’s behavior.
• Impact – it should describe the positive impact that their work has
had on others. Telling someone about the positive consequences of
their work highlights the importance of what they do.
• Third-party endorsement – adding positive comments made by
other people is a very effective technique when giving positive
feedback. Telling the employee what someone has said about them
can be very motivating.
• Skills – it’s important to clearly describe the skills the person has
shown. We want them to continue doing what they do well.

8. Feedback
• Improvement feedback: the SIPS model
• You need to be specific and also discuss the impact of the person’s
behavior on other but this time by emphasizing some of the
negative consequences of their actions. You shouldn’t be too
negative however so you need to put things in perspective. You
must emphasize that your comments refer to a single area of their
work and remind the person of other things that they do well.
Improvement feedback is not about blame. We want to seek
solutions and to find ways to help them to change their behavior.
For this reason, it’s helpful to discuss what kind of support the
person requires.

9. Feedback (Activity)
Positive feedback
Improvement feedback
Specific: Be specific with examples or
evidence that shows if the person is
doing well or needs to improve.
Specific: (See positive feedback)
Impact: How their behavior affects
others.
Third-party endorsement: Telling the
person their behavior has been noticed
by others.
Impact: (See positive feedback)
Skills: Tell them what skills they
demonstrated.
Solutions: Find ways to improve things
and discuss the kind of support
required.
Perspective: Emphasize we are talking
about one specific behavior and remind
them of areas where they perform well.

10. Useful Phrases
• Encouraging self-evaluation
• How well do you think you’ve done this year?
• What do you feel are your main strengths?
• Do you feel that you are weak in any area?
• Can you identify any areas that need improvement?
• Do you have any views on how you might deal with this?
• How would you score yourself overall?

11. Useful Phrases
• Setting Objectives
• Shall we set that as one of your objective?
• Is that an objective we can set for next year?
• How would you like to define that objective?
• What date could we set as the deadline for that?
• When would that be completed by?

12. Useful Phrases
• Giving positive feedback
• Well done. / You’ve done well.
• You’ve demonstrated the ability to work with other people.
• You’ve made a real difference to / impact on the department.
• Overall, your progress has been good this year.

13. Useful Phrases
• Giving improvement feedback
• We’ve identified two key areas to improve.
• We’ve both agreed you’re going to address the issue of …
• You could work on / develop your … skills.
• You need to show greater interest in …
• You’d benefit from some training in …