Chapter 1 - Introduction

In many  cases  though, appraisals either get postponed as an “important but not urgent” activity, “rushed” because the value for a great appraisal process isn’t clearly defined, or “avoided completely” because such conversations can be tricky. It’s clear however that a strong appraisal skills training process can transform performance for the individuals concerned as well as for the whole organisation.
 
This online Appraisal Skills Training course will show you how to conduct appraisal meetings to drive performance, motivate staff and build better relationships.

Chapter 2 - Appraisal and its Importance

Introduction
 
In this chapter, you will be exploring the benefits of the appraisal interview and how to use these to motivate your team.
 
Why appraise?
 
Most staff are motivated to perform much better when they have a clear understanding of what they are meant to do, and receive clear feedback on how well they are doing it from their appropriate line manager.
 
This entails a systematic approach to instructing and monitoring staff performance, then providing feedback on progress, together with an agreed action plan on ways to plug any observed gaps.
 
The most usual method of providing this feedback on staff performance is through appraisal.
 
By the end of this chapter you will be able to:
 

• Understand the purpose of the performance appraisal
• Learn the benefits of the appraisal for the organisation, the manager and the employee/team
• Plan for your annual objectives and understand how the appraisal can help you to complete them
• Overcome the problems and challenges of conducting the performance appraisal

 
Let’s examine these in more detail.
 
 

Chapter 3 - Effective Appraisal Structure

Introduction
 
For most staff, regardless of how their performance is measured, their appraisal interview is the only time that they can sit down with their manager and concentrate exclusively on their overall performance, as opposed to every-day task-related progress. That is why many staff treat appraisal very seriously and can be considerably demotivated if the appraisal interview is rushed or interrupted, making them feel that their work is neither valued nor understood.
 
By the end of this chapter you will be able to:
 

• Learn the appraisal structure and format
• Initiate effective performance appraisal
• Process and implement the appraisal successfully
• Conduct pre appraisal meeting – what it is and how to plan for this part of the appraisal

 
 

Chapter 4 - Preparation and Planning

Introduction
 
Before the appraisal interview can take place a number of things need to happen. Ideally, the appraisal process will be an on-going process with regular informal performance reviews having taken place. It is important that the appraiser keeps notes throughout the appraisal period so that these can be referred to when drawing up the formal appraisal. If notes are not kept, the appraiser is likely to be too heavily influenced by recent events and will not give a balanced assessment for the entire appraisal period. In this chapter, you will learn how to prepare for appraisals.
 
By the end of this chapter you will be able to:

• Prepare for appraisals
• Develop and ask essential appraisal questions
• Understand appraising criteria
• Assess candidates