This is a training programme for managers to learn how to organise, conduct and manage an appraisal or job chat.

1. How To Create A
Team That Thrives
The Art Of Successful
Appraisals

2.  Watch the Code Red video clip
 Concentrate on the character your group has
been allocated
 Group 1 – Manager
 Group 2 - Colleague
 Jot key words on your sticky notes to describe
how your character might feel about
performance reviews/appraisals
 Draw on your own thoughts, feelings and
experiences as well
Code red

3. Our journey to success
What’s it all
about?
The appraisal
journey
From bad to
good
Keeping the
success alive

4. By the end of this session you will be able to…
 Explain what an appraisal is
 Discuss the benefits of appraisals to the manager and team member
 Explain the appraisal journey and guiding principles
 Discus how to prepare for an appraisal
 Explain the meeting jigsaw and give examples of the questions to ask
 Demonstrate how to give positive and negative feedback
 Set SMART objectives
 Conduct a positive appraisal
What will you learn

5.  In your allocated group, design a poster to explain,
describe and promote appraisals to your team
 Prepare to present your posters
The good, the bad, the ugly

6. What is an appraisal?
• An opportunity to have an open discussion and review
performance
• Time to set clear of objectives, expectations and focus
on common goals
• A chance to agree an individual development plan
For the
Manager
What is an appraisal from the managers point of view
compared to the team members point of view?
• An opportunity to have an open discussion with their
line manager
• Time to agree objectives, expectations and
opportunities for improvement
• A chance to discuss career aspirations and development
For the
Team
Member
A performance appraisal is series
of constructive, developmental
discussions, between line
managers and their team
members, which focuses on
assessing performance, agreeing
goals and realising potential.
How often should the appraisal take place?
Annually with a regular reviews
throughout the year

7. Begin with the end in mind
What outcomes do managers want
from an appraisal?
 Motivated people and teams
 Improved performance
 More skilled people and teams
 Understanding of challenges
 Positive outcomes – win/win
 No surprises
 Progress and move forward
 Maximise potential
 Develop people
What outcomes does the team
member want from an appraisal?
 To be motivated and feel good
 An opportunity to get better
 New/enhanced skills
 A chance to overcome difficulties
 Positive outcomes – win/win
 No surprises
 To grow and move on
 Realise their potential
 Personal development
Believe performance
appraisal processes are
inadequate

8. The appraisal journey – guiding principles
2
Meet

9. The appraisal journey - guiding principles
•Review and
check facts
•Choose the right
environment
•Create a win/win
atmosphere
2 Meet 3 Monitor 4 Review

10.  In your teams, thinking about your allocated area, what do you need to
prepare and consider for the appraisal?
 Group 1 Review and check facts
 Group 2 Choose the right environment
 Group 2 Create a win/win atmosphere
Guiding principle 1 - prepare

11. Preparing for a review

12. Review and check
the facts
• Structure the meeting using the meeting jigsaw
• Begin with the end in mind
• Be clear about the outcomes you are looking for
• Know how you are measuring the outcomes
• Review the notes in advance
• Look at their last performance review
• Look at their regular review notes
• Look at any recognitions they’ve had e.g. awards
• Gather the facts and evidence
• What are they supposed to do?
• What have they actually been doing?
• What were their objectives and how have they met them?
• Seek other peoples views
• Find out what you don’t know
• Know what to expect
• Think about the questions you want to ask
• Consider the barriers, challenges and difficulties you may face
• Think about the questions you might get asked
• Be prepared with your responses

13. Choose the right
environment
• Will the appraise be comfortable?
• Is the environment neutral?
• Remove barriers and distractions
• It is private – who’s listening, who’s
watching?
• Ensure there are no interruptions
• Have you everything you need to hand
• Time – how long is the space available
• Is the temperature comfortable?
• Is the lighting appropriate?

14. Create a win/win
atmosphere
• Be clear about the process
• Give the appraise notice
• Explain what the appraisal will cover
• Ask the appraise to prepare
• Put the appraise at ease
• Diffuse anxiety
• Control the pressure and take away any fear
• Be supportive
• Build trust
• Be objective, realistic and clear
• Probe to find out the real issues
• Keep your promises
• Build self confidence and belief
• Motivate and encourage
• Consciously look for the good
• Focus on solutions

15. The appraisal journey – guiding principles
2 Meet
• Measure
• Feedback
• Plan
3 Monitor 4 Review

16. What’s
Good?
Where are
we now?
Where do
we want to
be?
How do we
get there?
The meeting jigsaw
Look Back Look Forward
Achievements
Performance
Behaviour
Successes
Measure objectives
Skills & knowledge
Behaviour
Feelings about
work & aspirations
Agree objectives
Improving performance
& overcoming problems
Career & succession
planning
Action plan
Training &
development plan

17. In your groups think about the types of
questions you might ask for your
allocated jigsaw piece?
• Group 1 - What’s good?
• Group 2 - Where are we now?
Looking back

18. Giving feedback
Trust - be open
and honest yet
fair and
positive
Reach
agreement
Focus on the
solution and how to
move forward
Be specific
and use facts
Keep it
objective –
remove the
emotion
Respect – listen to what
they have to say
Seek
information
Encourage
and ask
questions
Value their
views
Observe non
verbal signals

19. Sharing praise
In pairs choose a role – manager or colleague
Watch this clip on sharing praise and prepare
to role play giving praise
Top tips
 Be specific
 Talk about it
 Don’t spoil it with a sting in the tail
 Put it on record
 Make it public
 Look for opportunities to praise

20. Giving criticism
 In your pairs swap roles – manager or
colleague
 Watch this clip on giving criticism and prepare
to role play giving criticism
Top tips
 Deal with criticism quickly, face to face
 Agree facts
 Ask and listen
 Criticise the action not the person
 Explain why it matters
 Agree a remedy
 End on a compliment

21. Watch this video and
take notes
Setting goals and objectives

22. Let’s get SMART

23. Setting SMART targets
• In pairs each think about a
current member of your
team
• Help each other set 3
SMART goals for the team
member

24. How do we get there?
What are the other 4 questions starters which make
up the question formula?
What?

25. Training and development
What are the different types of training
and development we might include in a
training and development plan?
On the
job
Off the
job
Self
learning

26. The appraisal journey – guiding principles
2 Meet 3 Monitor
•Measure
•Evaluate
•Build the
relationship
4 Review
•Update
•Map
progress
•Feedback

27. Monitor and review - the road to success
The road to success is
always under
construction…appraisals
are a continuous process
of performance review

28. From bad to good
• In your groups, choose a role
• Appraiser
• Appraise
• Observer
• Watch the video and prepare
to re-enact the scenario

29. Keeping the Success Alive
* Create a positive relationship, built on trust which gives your team
members the confidence to talk and be honest
* Communicate openly and constructively, all of the time
* Don’t hide from the truth or difficult conversations, but be mindful of
how you deliver the news
* Prepare and plan well
* Be objective, motivating and focused on improving
* Listen more than you talk
* Don’t let your team hear about positive or negative performance for
the first time at an appraisal
* Make sure the positive outweighs the negative
* Monitor and review continuously

30. REMEMBER - There isn’t a
person anywhere who isn’t
capable of doing more than
he thinks he can
Henry Ford
Get appraisals right and relationships flourish, talent
develops and people and business thrive