Performance appraisals training

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Performance Appraisals

“If you wish to achieve worthwhile things in your personal and career life, you must become a worthwhile person in your own development” Brian Tracey

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Agreement

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Objectives

• What• Our process• What makes a good appraisal?• Objectives and goal setting• Feedback

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What

Performance development cycle

• Investment in staff• Motivation and trust

• Two-way feedback• Discuss progress / set-

backs• Update objectives

• Objectives and indicators• Discuss expectations and

development needs

Performance development

planning

On-going discussion

Performance development

review

Reward and recognition • Review previous

performance• Discuss development

opportunities• Career aspirations• Performance rating(s)

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October November

Our process

Early – Mid October • Employees to

complete "Employee Only" sections on Octopus HR and notify Manager.

Mid – End October• Manager to

complete ‘Manager’ sections on Octopus HR.

• Arrange meeting with Head of HR to confirm ratings.

Early – End November• One-to-One meetings to be

arranged by Managers• Manager to communicate

rating to employee and provide feedback.

• Online documents to be completed and signed off by Managers/Employees

• HR to be advised by Managers when complete

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What makes a good appraisal?

• Planning• Feedback (give and take)• Setting objectives (SMART)• Effective communication

(active listening, questioning)

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Objectives and goal setting

• What is a goal/ objective?• What is the difference between the two?• How do they relate?• Why do they matter?

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Objectives and goal setting

Goals• Primary and important• Large in size• The end• The result• The whole• Longer term• SMART

Objectives• Sub-goals• Medium or small in size• The means to the end• The steps• Part of the whole• Shorter term• SMART

What you will do (includes measures)

Steps to achieve goal

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Objectives and goal setting: An example

Goal

• Increase clients

Goal (Specific)

• I have X number of new clients per month by Dec 2012

Measures

• Using networking events

• £5000 profit a month in sales and commissions etc...

Objectives (sub goals)

• I will attend X number of network events per month

• I will record new client details

Step 2: ObjectivesStep 1: Goals

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Objectives and goal setting

Step 3: Make them SMART

Goal (Specific)

Measures

• state exactly what is to be achievedSpecific

• capable of measurement –to determine progressMeasurable

• realistic given the circumstances and the resources availableAttainable

• to the people /role responsible for achieving themRelevant

• with a realistic time-frame in mindTimed

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Objectives and goal setting: Overall

• Goal (what)• Specific goal• Measures

Step 1

• Objectives (How)

Step 2

• Make them SMART

Step 3

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Assessing contribution

•Compare evidence with set objectives•Compare to JD and person specification•SWOT analysis

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Feedback types

• Negative - corrective comments about past behaviour. These are things that didn’t go well.

• Positive - affirming comments about past behaviour. These are things that went well and need to be repeated.

• Constructive – can be negative, positive or neutral. Gives suggestions for improvement.

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Dealing with developmental feedback

• Question ‘How can I do better’?• Actively seek it, various sources• Get specifics / examples• Focus on solutions• Positive attitude• Be thankful

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Objectives

• What• Our process• What makes a good appraisal?• Objectives and goal setting• Feedback

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Questions?