What is an Appraisal at Work?
Whether you’re a seasoned professional or approaching your very first appraisal at work, understanding what lies ahead and preparing effectively is crucial.
In this guide, we’ll delve into the purpose of appraisals and their impact on professional growth, and we’ll share some practical tips to facilitate a constructive and fruitful discussion.
So, firstly, what is an appraisal?
An appraisal is a formal assessment of an employee’s job performance over a specific period and in Scotland, an appraisal is also commonly referred to as a performance review or evaluation.
During an appraisal, a manager or supervisor typically reviews an employee’s achievements, strengths, and areas for improvement, and sets goals for future performance.
Typically, appraisals occur either on-site at your workplace or, for remote workers, they may be arranged as virtual meetings or scheduled at your organisation’s administrative hub or head office.
How often do appraisals take place?
The frequency and format of appraisals can vary from company to company, but they’re generally conducted once a year, or every six months.
What is the purpose of an appraisal?
An appraisal is a management process for providing feedback, aligning employee performance with organisational goals, and facilitating professional development.
What are the benefits of an appraisal?
Work appraisals offer benefits to both employees and organisations.
Some of the benefits include:
- Communication: Regular appraisals provide a platform for open communication between employees and managers, fostering a positive work environment.
- Feedback and Recognition: Employees receive constructive feedback on their performance, acknowledging their achievements and contributions.
- Goal Setting: Appraisals help in setting clear and specific goals for employees, aligning individual objectives with organisational objectives.
- Professional Development: Identifying strengths and areas for improvement helps employees focus on professional development, acquiring new skills and knowledge.
- Motivation: Recognition and positive feedback boost employee morale and motivation, leading to increased job satisfaction.
- Performance Improvement: Addressing areas for improvement allows employees to enhance their performance, contributing to overall organisational success.
- Fair Compensation: Performance appraisals often influence decisions regarding promotions, salary increases, and bonuses, ensuring fair and equitable compensation.
- Documentation: Appraisals serve as a record of an employee’s performance, which can be valuable in making decisions related to promotions, transfers, or disciplinary actions.
How to prepare for appraisals
Preparing for an appraisal is a proactive way to ensure a positive and productive discussion.
Here are some tips:
- Self-Reflection: Reflect on your achievements, challenges, and areas for improvement since the last appraisal. Consider how your goals align with the organisation’s objectives.
- Review Previous Feedback: Take a look at feedback from previous appraisals to track your progress. Identify any recurring themes or areas that need consistent improvement.
- Document Achievements: Make a list of your accomplishments, projects, and tasks you’ve successfully completed. Quantify your achievements when possible, using metrics or specific outcomes.
- Identify Areas for Improvement: Acknowledge any challenges you faced and think about how you’ve worked to overcome them. Be prepared to discuss steps you’ve taken to develop skills or address weaknesses.
- Set Goals: Outline your short-term and long-term career goals. Discuss how you plan to contribute to your team and organisation in the future.
- Gather Feedback: Seek feedback from colleagues or team members about your performance. Use this feedback to gain additional perspectives on your strengths and areas for improvement.
- Be Open to Feedback: Approach the appraisal with an open mind and a willingness to receive constructive feedback. Consider how you can use feedback to grow and develop professionally.
- Stay Professional: Maintain a professional demeanour during the appraisal. Be prepared to discuss challenges without becoming defensive.
- Ask Questions: Prepare questions about your performance, career development, and the organisation’s expectations. This shows your commitment to improvement.
- Follow Up: After the appraisal, follow up on any action items or goals discussed. Use the feedback to create a plan for continuous improvement.
Remember, an appraisal is a two-way conversation, so being actively engaged and well-prepared can contribute to a more meaningful and constructive discussion.