Appraisal Time

Appraisal time soon...

Year end, for a lot of companies, is that time when appraisals are due in...  Here are some thoughts:

This is probably one of the most important conversations that you will have with the humans that work for you this year.  No pressure, but your words will stay with them for quite a while afterwards!  A lot of managers don't realise just how much power they have - power to make it a positive experience or a rubbish one.  It's up to you.
Top tips

• Make sure you leave plenty of time to run the appraisal so it isn't rushed.
• Get your behavioural evidence together so that it feels more of a 50:50 discussion not parent to child monologue.
• No surprises.  The sooner you can be having honest conversations about performance and ratings the better - hopefully you have been doing that in your 121s?
• Get them to rate themselves.  This month, in fact asap,  ask them to fill out any self assessments in pencil and also do their own ratings.  You do the same and when you meet up, compare evidence.  It is helpful to know where they think they are scores wise compared to your perception.
• You cannot guarantee what way the moderation process will go like in your company, for your team but there is nothing stopping you talking about the ratings and evidence together. This will save you a load of aggro later as you are helping to manage expectations.
• If you have kept notes throughout the year, this will make your job much easier come the end of year.  The main rule of appraisals is NO SURPRISES.  It is a summary of all the conversations that you have had during the year.
• However the performance year has gone, remember this 'cheesy' message.  In the word 'APPRAISAL' is the word PRAISE! Make sure that they leave with a clear message about what they are doing well but also what they can do to keep improving.

Best wishes,
Paul