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These slides compliment the webinar "Appraisals - Everything you need to know" by Barbara Nixon. In the webinar Barbara discusses the benefits of well executed appraisal for all concerned, What essential skills you need to conduct an effective appraisal and her five point plan for structuring the appraisal. If you would like to view the recording of this webinar or all our archives then please join our LinkedIn Network http://linkd.in/1acZPdh or email [email protected]
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Complimentary Webinar Slides:
Appraisals – Everything
You Need to Know
3rd June 2014
By
Barbara Nixon
A little bird told me….
0113 322 7240 [email protected] www. shorebird-rpo.com
SHOREBIRD ATTRACT
SHOREBIRD MANAGE
SHOREBIRD SUPPORT
Help companies with their direct hiring strategy
Appraisal Skills - Webinar
www.barbaranixon.co.uk
About Me
www.barbaranixon.co.uk
Management Development Coach and Trainer
Work with managers to develop them through:
Face to face workshops
Webinars
E-learning Packages
Regular Blogs& articles, hints and tips to share best practice
Coaching
For more information visit www.barbaranixon.co.uk
What is an Appraisal?
www.barbaranixon.co.uk
A 1-1 meeting with you and a member of your team
Opportunity to openly discuss the past 12 months and the performance of the individual
A great time to set objectives for the coming year, look at and plan the persons development and discuss their career aspirations.
It’s also a great opportunity for the individual being appraised to voice their opinions on their role
A 2 way discussion
Benefit of an Appraisal?
www.barbaranixon.co.uk
For the Company
Enhanced performance
Improved retention/morale/absence/labour turn over
Individuals will be better trained
Succession Planning will be visible and in place encouraging internal
development
Any shortfalls will be identified
Individuals will be more productive
The organisation may be more profitable
Benefit of an Appraisal?
www.barbaranixon.co.uk
For the Individual
Further training and development
An opportunity to build a strong relationship with their Line Manager
Potential reward e.g. praise
Open feedback
An opportunity to give feedback
Benefit of an Appraisal?
www.barbaranixon.co.uk
For the Manager
Stronger team work
Improved performance
The opportunity to get to know the team better
Succession Planning in place
Improved absence/morale/labour turn over/retention
Managers role
www.barbaranixon.co.uk
To listen to the person and give them the time they need
To give structure to the process, and make sure it’s fair and
consistent for everyone
To give accurate constructive feedback
To provide support, and agree goals going forward
To give advice on how the individual can improve
What skills do you need?
www.barbaranixon.co.uk
Listening Skills
Good Open Questions – What; Why; How; Where; When; Who or use
TED (Tell me; Explain to me; Describe to me)
Remain calm, don’t get emotional or confrontational
Be fair and consistent
Allow plenty of time and don’t rush
What do we need to prepare?
www.barbaranixon.co.uk
Book the room well in advance to avoid
Familiarise yourself with the form and show it to the individual.
Think about the feedback you want to give. Both positive and
constructive.
Have examples of all feedback.
Think about the individuals objectives for the coming year.
Think about their development and how you can help with that.
Give the individual plenty of notice before hand.
The form…
www.barbaranixon.co.uk
Familiarise yourselves with all the forms and paperwork you’ve
got to complete and know what you need to fill in.
Make sure the individual has their own copy before the meeting.
Don’t make the appraisal meeting about the form…it’s just to
record the conversation
Structure of the meeting
www.barbaranixon.co.uk
Step 1 – The Introduction
Make them feel comfortable
Turn off all of your gadgets
Think about where you’re seats are positioned
Have a chat about anything they’re interested in
Structure of the meeting
www.barbaranixon.co.uk
Step 2 – Self Appraisal
Ask a good open question, and listen eg How did you
find the previous year?
Make sure your body language is open.
You will probably find that the individual will cover a lot
of the things you wanted to say anyway.
Structure of the meeting
www.barbaranixon.co.uk
Step 3 – Main Body
You might use the questions and the themes on the form
to do this but be careful not to fill in the form
methodically.
Instead capture all your points through discussion and fill
in the positive bits first.
Structure of the meeting
www.barbaranixon.co.uk
Step 4 – Action Plan
Discuss anything for the future
Agree future objectives
Training and development
Any areas of improvement
Future aspirations.
Structure of the meeting
www.barbaranixon.co.uk
Step 5 – Conclusion
Sum up the discussion and ask the person for some
feedback for you.
Thank the person for their time.
Giving Feedback
www.barbaranixon.co.uk
A – Ask
This is the self appraisal. Ask the person how they think they have done, and then listen. Chances are they’ll say exactly what you were going to say.
L – Likes
Give the person some positive feedback. What have they done well?
C – Concerns
Where could they improve? What have they done not so well?
S – Suggestions
What could they do differently to improve? What suggestions do you both have?
Setting Objectives
www.barbaranixon.co.uk
S – Specific
M – Measurable
A – Achievable
R – Realistic
T – Timely
Questions?
www.barbaranixon.co.uk
You can join me on:
http://www.twitter.com/Bnixon
http://www.linkedin.com/in/barbaranixon1
• View more FREE webinars at
www.shorebird-rpo.com/free-webinars
• Join our LinkedIn Group to access slides
and recordings http://linkd.in/1acZPdh
• Connect on social media
Thank you
0113 322 7240 [email protected] www. shorebird-rpo.com
Next weeks Webinar:
Behind the Curtain -
Psychometric Assessments
for Recruitment
11th June 2014 @ 1.00pm
By
Stephen O’Donnell
Click here to register