Well we are coming up to half year, how are you and your team doing with your objectives? What should you do, well don’t wait until the end of the year. If you aren’t having regular catch ups then it’s time to put in their diaries a half year catch up…. it gives them a chance to start looking at their objectives.
So just like a full appraisal you need to do the following
Before the meeting
- Take notes well in advance of the meeting
Preparation for the meeting in advance can go a long way as being able to recall notes from the first part of the year is very helpful when commenting on overall performance throughout the year.
- Give employees adequate notice of appraisal meetings.
At least two weeks and remind them after a week, as they need time to prepare.
- Give your employee an appraisal form
To be reviewed before the meeting to help them think through what they have done so far, what they see as barriers to effective performance; their plans for the second part of the year and their development and training needs.
- 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
- 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.
- Make sure your employee feels at ease
Begin the meeting with fairly casual, routine remarks. Start with your employees’ strong points and place emphasis on good work already done.
- 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 this need to be discussed openly, try to let the employee lead and acknowledge these areas.
- Talk about development opportunities
Give suggestions on steps forward and agree on these together.
- DON’T bring an 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.
- Review objectives
i.e. Specific, Measurable, Achievable, Relevant, Time-based.
Their role may have changed and so their objectives will have too. You don’t want to get to their full appraisal and you document nothing has been achieved.
After the meeting
- Summarise everything
Hopefully you’ve been taking notes during the meeting? Your employee needs to own the objectives and goals you’ve set together so make sure they’re clear
- Provide a written copy
Whether on old fashioned paper or electrically, let your employee see your notes and be able to take them away.
