How To Run An Effective Appraisal

Two business men in a meetingsIf you have appraisals coming up with your team, it is important to plan for a creative and effective experience.

Many times, both employers and employees come away from these meetings with feelings of complete failure.

Managers feel like they weren’t able to get their point across, and employees feel like they are not appreciated or mentored by their boss.

To avoid this, follow these tips to run a more effective appraisal with your team:

Stick to a scheduled time

It’s important for managers to remember that an appraisal is likely a stressful time for their subordinates.

However, managers are often extremely busy and have a lot of balls up in the air.

If a VIP client called for a last minute meeting, it may be hard to deny, and easier to reschedule an appraisal.

However, it’s vital to respect your employees and allow them to prepare properly for the appraisal by scheduling and sticking to a set time.

Find a Private Place

Modern offices are ditching traditional barriers, such as walls and office doors in lieu of open spaces and cubicles.

While this choice is great for teamwork, it presents a problem for appraisals.

Additionally, many conferences room tend to be booked around appraisal time, which presents a problem for managers.

Don’t give up and hold the appraisal in an open place for everyone to hear.

Make sure the employee feels comfortable and secure in voicing whatever it is they have to say.

Plan ahead to find and reserve a private place for this meeting.

Create a Schedule

Both parties may have a lot to say during the appraisal, and it is helpful to set a schedule.

Always start with something positive to get the meeting off to a good start.

Review the last appraisal period, focusing on specific details and then provide your employee a chance to state how they feel about the last year.

Leave time to discuss future goals for the end of the appraisal.

Focus on the Observable Data

To help your employees truly grow in their roles, focus on data that can be measured.

Instead of offering general advice or setting broad goals, such as work smarter, or become a leader within your group, work with the individual to outline measurable steps to get there.

These can include objectives such as taking a specific course, reducing conflict by 20% or reducing outputs by 10% in the next quarter.

Thanks again

Mark Williams

Senior Management Trainer and Consultant

MTD Training | Management Blog | Image courtesy of Big Stock Photo

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