The following hints and tips have been put to together to help you support your team to take ownership of their appraisal and maximise their potential.
Performance Related Conversations – Having regular meaningful performance related conversations with your team is a great way to build trust, show appreciation and discuss issues as they arise. They don’t always have to be in a formal environment, but can include giving feedback, task related conversations, a chat over a brew, or a MT Teams call, Clinical Supervision, one-ones, huddles, and team meetings.
Remember there should be No Surprises at the appraisal meeting. Any issues, concerns over behaviour or performance should be raised at the time. The appraisal meeting should be a positive experience for you both.
Pre-appraisal meeting preparation – We ask appraisees to complete the pre-review section of their appraisal at least 2 weeks prior to the appraisal meeting. This is to give you time to reflect on what the appraisee thinks about their own performance and behaviours. You then have your chance to consider how you think they have performed over the past 12 months and plan what you would like to explore at the appraisal meeting.
If you have been having regular conversations throughout the year, then this should be relatively straightforward and there should be no surprises in what you are reading and what you are thinking.
The Appraisal Meeting – Encourage the appraisee to take ownership and lead the discussion. Remember this is their appraisal and chance to celebrate their achievements and their aspirations. Provide constructive feedback, appreciate achievements, explore concerns and any development points.
Use a coaching approach to encourage open discussion and allow reflections from the appraisee. Some questions that could help you get the best out of your team are…
- What are you hoping to achieve?
- How would you describe the current situation?
- What steps have you taken?
- What are your options to achieve your goal?
- What support can I give you?
- How will you handle any challenges that arise?
- When will this be achieved by?
- How have you handled similar situations in the past?
- What are your next steps?
If you would like further training on coaching, then email firstname.lastname@example.org to enquire about Everyday Coaching Conversations Training or see information & dates here
Objective Setting – Set objective collaboratively; make sure you are clear as to what is expected and when each should be achieved by. Remember, objectives should be SMART!
Final tip – Encourage your team to regularly reflect on their achievements, feedback received, challenges overcome and how to use this to develop for the future. There is more information on self-reflection on the Hints and Tips for Appraisees. Ask your team to access this information and book onto the Appraisal Training.
Let’s make appraisals a positive and meaningful experience for us all.
If you have any questions or concerns, please contact the Organisational Development Team at email@example.com