Almost time for appraisals? You might as well scream “The Daleks are Coming!” because you can be sure of the same terrified reaction from employees.
Similarly, even the most seasoned HR Manager feels butterflies at the prospect of sitting down and forensically examining a colleague’s workplace performance.
The truth is, however, appraisals can be a particularly effective way of recognising skills, boosting motivation and keeping talent.
If used correctly, that is! To help, we have five surefire ways to make sure your appraisals feel more like friendly and positive meetings of minds and less like nerve-wracking first dates!
Make no sudden moves
It really is true: no-one likes surprises. And this is very much the case at an appraisal. If an HR Manager suddenly brings attention to an issue for the very first time – it could be bad timekeeping or a missed target – this can instantly deflate someone who may have felt they’ve been doing a great job. Make sure concerns are highlighted when they happen.
It’s not a one night stand
An appraisal is not a once-every-year opportunity to praise someone on their work. This approach can have the opposite effect by actually making even the most motivated worker unappreciated. Instead view an appraisal as simply a more formal and recorded version of all those friendly head-to-heads you’ve been having with employees throughout the year. You have been having them, haven’t you?
Use your time together wisely
The door’s closed, the hubbub of the office or shop floor is forgotten, so maximise on this uninterrupted time to have a thorough review of every aspect of the employee’s role. Remember this isn’t just a box ticking exercise. It’s a chance to identify strengths and weaknesses where more training, upskilling or support can be offered.
It’s not all about you
Allowing room to talk means an employee can also identify any new skills they may be keen to develop. It could be they’ve identified areas of work where they can make real improvements for the company. Don’t miss these by rushing an employee back out the door.
Always think one step ahead
This may be a review of the past 12 months but it’s also a preview of what the next year may bring. Any worthwhile appraisal will move to discussing new and measurable goals that leave an employee feeling valued and motivated for the year ahead.
Now it’s time to appraise the HR and Recruitment vacancies with s1jobs.