Flourish – Don’t Forget Your Appraisees!

Today the sun is shining and spring has almost sprung which means it is that time of the year again – ‘appraisal season’. 

I get asked to do more appraisal training at this time of the year than any other so in this month’s issue of Flourish, I am concentrating on this favourite topic as a reminder and bringing you some useful hints and tips.  However, to look at appraisals in a new light, we will consider the system from an appraisee’s perspective – how can you ensure that they get the most from the system and do their bit to contribute to make the appraisal a success?  Read on.

Two of my clients have recently asked me to run an assertiveness skills course for some of their staff.  This is not for managers but for anyone that could do with some help learning how to be more assertive at work.  I am therefore busy putting a programme together and have bought some exciting new training materials.  I’m also looking at the latest Video Arts DVD as I find that people really like training that includes a variety of medium.  See the events section at the end of this newsletter for more information.

Best wishes,

Appraisees – How Do You Get Them on Your Side?

So how do you get an appraisal system to be successful?  One way is to ensure that those on the receiving end of an appraisal type interview – your appraisees – make the most of the process.  But how do you do that?  Here are some tips:

1.  Explain the benefits to your staff or better still, ask them what they see to be the benefits to them and the business.  It’s helpful if they can appreciate that this is a ‘win- win’ situation.

2.  Ensure that you explain the process to your staff and how appraisal forms work.  In my experience, businesses typically brief their managers about the forms but forget that your staff also needs to know their way around your system. 

3.  Encourage your appraisees, in advance of their interview, to use your appraisal system’s performance criteria to think of examples of their performance achievements and the areas in which they could do with more help.

4.  Provide your staff with some training in how to write ‘SMART’ (specific, measurable, achievable, realistic and time-bound) objectives so that they can come to their meeting ready prepared with some ideas of their own.

5.  Encourage your appraisees to make a list of the areas in which they could benefit from further training or development.

6.  Finally, provide them with some time at work to prepare for their appraisal meeting. It can make a huge difference to the quality of the interview if you’re working with someone who is prepared.

If you want more help with your appraisals, here are a more couple things that I recommend:

Show your staff Video Arts ‘Performance Review’ DVD part 2 (I have a copy and use this on training sessions that I run; it always gets excellent feedback).

Provide your staff with an in-house training session a couple of weeks before the appraisals start. You can use the points above to provide a framework for your session and if you want help with the delivery, let me know by clicking here to email me.

Investors in People: Appraisals – Are They Working?

People often say that to achieve Investors in People accreditation you need an appraisal system; this is not true.  The Standard does say that, in summary, good practice is when:

• People understand how they are expected to contribute to your business through personal objectives which link to those of their team, as well as the organisation; and they have had a part in developing what these should be.

• People are involved in identifying their learning and development needs and the activities planned to meet them.

• People are encouraged to contribute ideas to improve their performance.

• People receive constructive feedback on their performance.

• People believe that their contribution to your organisation is recognised and valued.

You can see that most of this is common sense and typically, a good appraisal system will achieve all of these outcomes.

It makes sense when you are designing a new system to ensure that you take into consideration this good practice.  However, appraisal systems can get tired after two or three years and need a revamp to keep the process fresh and valued.  Do you have to keep chasing your managers to do the interviews and complete the forms?  Does your system suffer from a poor return rate?  Then may be it is time for a revamp.

I have a box file full of different appraisal systems and forms.  If you would like some help in revamping your system, please let me know.  Contact me on 01235 531341 or email annette.handford@hja-consulting.com.

Special Offers

In-house Appraisee Training for staff.  2½ hours for £300 +VAT (normally £350) for up to 15 of your people.

In-house Appraisal Training for team leaders and managers.  This half day refresher course costs £350 +VAT, instead of the usual price of £400.  A full day course (with skills practice) costs £695 +VAT, instead of £795.

These offers apply for bookings made in March and April for up to 12 people. 

Meeting to evaluate your appraisal system and make recommendations - £165 + VAT. Spend time with an expert to find out how you can improve your existing appraisal system.

Events

Appraisal ‘bite-size’ (half day) Workshop – Tuesday 18 March in the morning only.  £105 + VAT – save £10 if you book before 29 February 2008.  Includes refreshments and a handout pack.

Assertiveness – date and programme to be announced soon!

The topic of assertiveness is vast and we could spend days on it.  But my clients tell me that they want training locally and for people not to be out of the office for more than a day.  Please let me know if you would prefer this topic to be covered in a full day (with lunch and all the trimmings) or a half day, so your people can get back to work for the afternoon.  Please email annette.handford@hja-consulting.com with your answer – Assertiveness: half day or full day.  If you have any specific topics that you would like to see covered in this course; please let me know at the same time.