Home » Blog » It’s time to look back and then look forward… what does 2018 hold for you?

It’s That Time Again …

The year end encourages us to look back at what we’ve accomplished personally and set goals for the new year to come, and it is the natural time to do this in the workplace too.  Yes, it’s time to appraise your team.  What should you do?

Here’s a handy step checklist to make sure you run effective employee performance appraisals:

Before the meeting

1. Take notes well in advance of the meeting

Preparation in advance of the meeting is key; being able to recall notes from earlier in the year is very helpful when commenting on overall performance throughout the year.

2. Give employees adequate notice of appraisal meetings.

At least two weeks and remind them after a week, as they also need time to prepare.

3. Give your employee an appraisal form

To be completed before the meeting to help them think through their strong and weak points; what they see as barriers to effective performance; their plans for the coming year and their development and training needs.

5. Plan and structure the meeting

Every appraisal will look different, but having a clear structure to the meeting will help everyone stay on track.

During the meeting

6. Encourage your employee to do most of the talking

Ask questions that draw out the employee’s reactions and ideas. Leading questions or questions which only require a ‘yes’ or ‘no’ response should be avoided.

7. Make sure your employee feels at ease

Begin the meeting with fairlyrelaxed, routine remarks. Start with your employees’ strong points and place emphasis on good work already done.

8. Discuss things that they are proud of and areas they would like to improve

If there are areas of performance that need to be improved then these need to be discussed openly, try to let the employee lead and acknowledge these areas.

9. Talk about development opportunities

Give suggestions on steps forward and agree on these together.

10. DON’T bring up concerns not previously discussed

There should be no surprises during the appraisal. If you have had any concerns about an incident or performance during the year this should have been raised at the time.

11. Set SMART objectives

These are, Specific, Measurable, Achievable, Relevant and  Time-based.

If possible they can come from you or the department’s objectives for the next year.   Ask the employee for their ideas. Break it down into smaller steps, (e.g three months) so that it isn’t forgotten or daunting.

After the meeting

13. Summarise everything

Take notes during the meeting.  Your employee needs to own the objectives and goals you’ve set together so make sure they’re clear.

14. Provide a written copy

Whether on old fashioned paper or electronically, let your employee see your notes and be able to take them away.

Need any help, then contact us on enquiries@HRBusCons.co.uk

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