Managing The Staff Appraisals

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:
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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.
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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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