1. Prepare for the meeting.
2. Arrange for the appraisal and inform the appraisee of the purpose and structure.
3. Allow the apprasiee time to prepare an assessment of their achievements and weaknesses.
4. Prepare the environment for discussion so it is informal and friendly, private but comfortable.
5. Be conversational and positive, discussing specific activities and issues, whilst focusing on looking forward to improvements.
6. The discussion should cover the employee’s achievements, any problems they have encountered and how you can offer support.
7. Start the discussion by re-stating the structure and purpose of the discussion.
8. Develop the discussion by encouraging self-assessment, self-esteem and offering suggestions so the employee can arrive at their own solutions.
9. Deal with difficulties and focus on improvements.
10. Agree areas of improvement.
11. Rate the performance of the employee with fairness, honesty, flexibility and consistency.
12. Close the discussion by ensuring that you have reached understanding and commitment.
13. Set goals and arrange a follow-up discussion.
Do's and Don'ts
Do:
Invite the employee’s comments, views and thought.
Highlight good performance, and why it was good.
Use the documentation to guide, steer and record outcomes.
Get the employee to analyse his or her own performance.
Remember it is a dialogue/discussion.
Be aware of your use of language and the potential for misinterpretation.
Agree a need for changed performance before planning action.
Don’t:
Be critical of personalities or try to change them.
Skate around difficult moments.
Use closed, rhetorical questions.
Fall into the trap of holding forth- monologue-style.
Forget that change and challenge can be threatening.
Be afraid to call upon specialist help or advice.
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