Appraisal Training
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Transcript of Appraisal Training
PERFORMANCE APPRAISALS
Financial Services Administration
OBJECTIVE
TO PROVIDE ALL MANAGERS WITH TRAINING AND ADVICE ON HOW TO
CONDUCT EFFECTIVE PERFORMANANCE APPRAISALS
AGENDA
• Why Performance Appraisal ?• Why it would not succeed ?• Objectives and Appraisals• Running the meeting• The Cpas Process• Wrap Up
WHY PERFORMANCE APPRAISAL?
• Review of existing objectives• Creates ongoing formal dialogue• Opportunity to give and receive
feedback• Agree objectives for the coming year• Identification of roadblocks• Identification of development needs
BENEFITS OF PERFORMANCE APPRAISAL• COMMUNICATION• MOTIVATION• TWO WAY FEEDBACK• TARGETS• OBJECTIVES• DEVELOPMENT• AGREEMENT
PRINCIPLES• Formal review between staff and
manager once a year• Mid-year reviews• Agreement is a core principle• All objectives must be stretched yet
achievable• All objectives should follow the SMART
principle
WHY WOULD IT NOT SUCCEED?• Used as a disciplinary meeting• Personality not performance• Paperwork is the purpose• Meeting is for form only• One Way Street
FEEDBACK• Difficult to give• Difficult to receive• Should always be constructive
– Two way – Work towards solution– Not personalised– Accurate and factualIf you do not get feedback, ask for it
FEEDBACK• Fear of criticism• Denial• Procrastination• Adapt to feedback• Reframe emotions/responses
SETTING OBJECTIVES
WHAT IS AN OBJECTIVE ?
SETTING OBJECTIVES
• Ground Rules– Link to CPAS’ goals– Agreed jointly– Make them realistic– Prioritise importance– Link to development
SETTING OBJECTIVES
• S SPECIFIC• M MEASURABLE• A AGREED• R REALISTIC• T TIMESCALE
APPRAISING OBJECTIVES
WHAT IS KEY TO APPRAISALS ?
APPRAISING OBJECTIVES- PREPARATION• Review progress in advance• Elicit feedback from other managers if
required• Understand roadblocks
– what could have caused a problem• Hold ongoing reviews during the year
APPRAISING OBJECTIVES• What were the agreed objectives?• Were the goals achieved?• What issues (if any) existed?• What changed during the year? • Focus on the positive• Don’t be negative on goals not achieved
– be constructive in your criticism
The Single Biggest Failure in Performance Appraisal
is on the Next Slide
ON GOING REVIEW• 12 months is a long time with no review• Goals can change on a monthly basis• Ongoing reviews give flexibility and
direction• Mid year reviews allow:
– for changes during the year– goals to be put back on track– feedback on performance to date
The Performance Appraisal Meeting
PREPARING FOR THE MEETING• Give notice of the meeting
– Set purpose of the meeting– Ask staff to prepare their input
• Allow adequate time• No distractions/interruptions• Consider your own objectives
– What are your goals for the year?– Sum of your staff’s goals should equal to your
goals• Follow up on outstanding items
RUNNING THE MEETING• Remember – this is a two way
meeting– Otherwise it is a monologue!
• Agreement not imposition• Prepare factual information for
review• This is not a salary planning
discussion• This is not a disciplinary meeting
THE APPROACH• Open and honest exchange of information• Create the appropriate climate• Adopt a non-judgmental approach-help and
coach• Individuals should be encouraged to assess
themselves openly and honestly • They should not compare themselves with
colleagues• Be aware of the content and process in
relationships
CONDUCTING AN EFFECTIVE MEETING• Content - verbal communication (words)• Process
– thoughts, feelings, attitudes behind the words
– usually expressed in non - verbal behaviour – i.e. tone of voice, gestures and actions, eye
contact• Usually reflects the true feelings of the
individual• It is a much more powerful aspect of the
relationship than content
CONDUCTING AN EFFECTIVE MEETING
QUESTIONING TECHNIQUES• Open questions
– encourages the person to think and open up discussion
• Closed questions – invites one word answers - yes, no
• Probe questions – are open or closed questions used to seek further
information, check a fact, clarify an issue, prompt a yes or no
• Affective Questions– deals with feelings “how do you feel”
CONDUCTING AN EFFECTIVE MEETING
Avoid the following type of questions:
• multiple-the person will only answer one question
• leading-normally to reinforce your own opinion
don’t be afraid of silence
THE PERFORMANCE APPRAISAL PROCESS
THE PROCESS
1. Reviewing Performance
2. Setting and Reviewing Targets and Objectives
REMINDERThis is an ongoing process
• Year on year review of performance
• Part of ongoing dialogue between manager and staff
• Two way, non-confrontational process
Summary
• Performance Appraisal is a key driver to FAC success
• There is no magic formula to a successful meeting
• Establishes a key dialogue between manager and staff
• This is an ongoing process - not once a year
FINALLY
• Performance Appraisal is as good as the participants
• It should be seen as a method of enhancing the business and the performance of the individual
• It should not be done for the sake of it but for what benefits it brings