This document provides an overview of appraisals from a webinar presentation by Barbara Nixon. It defines appraisals as 1-on-1 meetings between employees and managers to discuss performance over the past year, set objectives for the coming year, and plan development. The presentation outlines benefits of appraisals for companies, individuals, and managers, including enhanced performance, improved retention, and succession planning. It provides tips for managers on skills, preparation, meeting structure, giving feedback, and setting SMART objectives.

1. Complimentary Webinar Slides:
Appraisals – Everything
You Need to Know
3rd June 2014
By
Barbara Nixon

2. A little bird told me….
0113 322 7240 marketing@shorebird-rpo.com www. shorebird-rpo.com
SHOREBIRD ATTRACT
SHOREBIRD MANAGE
SHOREBIRD SUPPORT
Help companies with their direct hiring strategy

3. Appraisal Skills - Webinar
www.barbaranixon.co.uk

4. About Me
www.barbaranixon.co.uk
 Management Development Coach andTrainer
 Work with managers to develop them through:
 Face to face workshops
 Webinars
 E-learning Packages
 Regular Blogs& articles, hints and tips to share best practice
 Coaching
For more information visit www.barbaranixon.co.uk

5. What is an Appraisal?
www.barbaranixon.co.uk
 A 1-1 meeting with you and a member of your team
 Opportunity to openly discuss the past 12 months and the performance
of the individual
 A great time to set objectives for the coming year, look at and plan the
persons development and discuss their career aspirations.
 It’s also a great opportunity for the individual being appraised to voice
their opinions on their role
 A 2 way discussion

6. Benefit of an Appraisal?
www.barbaranixon.co.uk
For the Company
 Enhanced performance
 Improved retention/morale/absence/labour turn over
 Individuals will be better trained
 Succession Planning will be visible and in place encouraging internal
development
 Any shortfalls will be identified
 Individuals will be more productive
 The organisation may be more profitable

7. Benefit of an Appraisal?
www.barbaranixon.co.uk
For the Individual
 Further training and development
 An opportunity to build a strong relationship with their Line Manager
 Potential reward e.g. praise
 Open feedback
 An opportunity to give feedback

8. Benefit of an Appraisal?
www.barbaranixon.co.uk
For the Manager
 Stronger team work
 Improved performance
 The opportunity to get to know the team better
 Succession Planning in place
 Improved absence/morale/labour turn over/retention

9. Managers role
www.barbaranixon.co.uk
 To listen to the person and give them the time they need
 To give structure to the process, and make sure it’s fair and
consistent for everyone
 To give accurate constructive feedback
 To provide support, and agree goals going forward
 To give advice on how the individual can improve

10. What skills do you need?
www.barbaranixon.co.uk
 Listening Skills
 Good Open Questions – What; Why; How; Where; When; Who or use
TED (Tell me; Explain to me; Describe to me)
 Remain calm, don’t get emotional or confrontational
 Be fair and consistent
 Allow plenty of time and don’t rush

11. What do we need to prepare?
www.barbaranixon.co.uk
 Book the room well in advance to avoid
 Familiarise yourself with the form and show it to the individual.
 Think about the feedback you want to give. Both positive and
constructive.
 Have examples of all feedback.
 Think about the individuals objectives for the coming year.
 Think about their development and how you can help with that.
 Give the individual plenty of notice before hand.

12. The form…
www.barbaranixon.co.uk
 Familiarise yourselves with all the forms and paperwork you’ve
got to complete and know what you need to fill in.
 Make sure the individual has their own copy before the meeting.
 Don’t make the appraisal meeting about the form…it’s just to
record the conversation

13. Structure of the meeting
www.barbaranixon.co.uk
Step 1 – The Introduction
 Make them feel comfortable
 Turn off all of your gadgets
 Think about where you’re seats are positioned
 Have a chat about anything they’re interested in

14. Structure of the meeting
www.barbaranixon.co.uk
Step 2 – SelfAppraisal
 Ask a good open question, and listen eg How did you
find the previous year?
 Make sure your body language is open.
 You will probably find that the individual will cover a lot
of the things you wanted to say anyway.

15. Structure of the meeting
www.barbaranixon.co.uk
Step 3 – Main Body
 You might use the questions and the themes on the form
to do this but be careful not to fill in the form
methodically.
 Instead capture all your points through discussion and fill
in the positive bits first.

16. Structure of the meeting
www.barbaranixon.co.uk
Step 4 –Action Plan
 Discuss anything for the future
 Agree future objectives
 Training and development
 Any areas of improvement
 Future aspirations.

17. Structure of the meeting
www.barbaranixon.co.uk
Step 5 – Conclusion
 Sum up the discussion and ask the person for some
feedback for you.
 Thank the person for their time.

18. Giving Feedback
www.barbaranixon.co.uk
 A – Ask
This is the self appraisal.Ask the person how they think they have done, and then listen. Chances are
they’ll say exactly what you were going to say.
 L – Likes
Give the person some positive feedback.What have they done well?
 C – Concerns
Where could they improve?What have they done not so well?
 S – Suggestions
What could they do differently to improve?What suggestions do you both have?

19. Setting Objectives
www.barbaranixon.co.uk
S – Specific
M – Measurable
A – Achievable
R – Realistic
T –Timely

20. Questions?
www.barbaranixon.co.uk

21. You can join me on:
http://www.twitter.com/Bnixon
http://www.linkedin.com/in/barbaranixon1

22. • View more FREE webinars at
www.shorebird-rpo.com/free-webinars
• Join our LinkedIn Group to access slides
and recordings http://linkd.in/1acZPdh
• Connect on social media
Thank you
0113 322 7240 sales@shorebird-rpo.com www. shorebird-rpo.com

23. Next weeks Webinar:
Behind the Curtain -
Psychometric Assessments
for Recruitment
11th June 2014 @ 1.00pm
By
Stephen O’Donnell
Click here to register