Managing The Staff Appraisals

By | January 4, 2007

The beginning of the year is normally the time when companies are in the process of reviewing the staff. If handled correctly, regular staff appraisals will make a major contribution to keeping staff interested in their work, committed and motivated. Here are our top 6 MUST and MUST NOT:

1. EVALUATE WORK PERFORMANCE:
Must: Provide appropriate support and guidance to the appraisee.
Must Not: Be overprotective and create dependency on the part of the appraisee.

2. ACKNOWLEDGE CONTRIBUTION:
Must: Assess what people DO or are not doing, i.e. behaviour and performance.
Must Not: Attempt to restructure individuals personality, i.e. what they ARE.

3. IDENTIFY STRENGTHS:
Must: Deal with issues that are within the scope of the appraisal and the authority of the appraiser.
Must Not: Broaden the appraisal into a general discussion without appropriate focus.

4. IDENTIFY DEVELOPMENT NEEDS:
Must: Discuss the appraisee, the appraisee’s job and their aspirations.
Must Not: Discuss third parties.

5. ASSESS POTENTIAL:
Must: Plan ahead, agree objectives, targets and goals.
Must Not: Apportion blame, attack or generalise.

6. AGREE FUTURE DEVELOPMENT:
Must: Build on and enhance relationships and plan to improve performance.
Must Not: Demonstrate a lack of commitment to the process.

For those Managers and supervisors on first appointment or those who have been managing for a while with no formal training this may be a daunting experience! Structured Training’s Fundamentals of Management programme will address the range of competencies required by a 21st century manager at the advanced level. These give the manager a clear view of the responsibilities and requirements of a management role as well as a sound understanding of how their behaviour sets the tone and pace for their team.

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