Introduction

 
To get the best out of this on-line training course please complete all of the topics but go through each one at the pace you feel comfortable with. You may decide to do it in one go or in stages. It’s all up to you. We have included lots of exercises and quizzes to get you thinking, planning and using the course information in the most practical way.
 
By the end of this course you will feel both confident and competent in appraising employees. It will allow you to:

• be aware of and promote the benefits of the performance appraisal
• understand the whole appraisal process
• recognise how the appraisal can be used to motivate and improve morale
• plan and prepare for a successful performance appraisal
• structure the appraisal interview
• build rapport and relax the appraisee
• get information by asking the right questions
• avoid the pitfalls and problems that can occur during the appraisal
• know when and how to  give feedback
• praise and criticise performance and behaviour constructively
• set SMART and meaningful objectives to improve performance

Chapter 1

In this chapter you will be exploring the benefits of the appraisal interview and how to use these to motivate your team.
 
Why appraise?
 
Most staff are motivated to perform much better when they have a clear understanding of what they are meant to do, and receive clear feedback on how well they are doing it from their appropriate line manager.
 
This entails a systematic approach to instructing and monitoring staff performance, then providing feedback on progress, together with an agreed action plan on ways to plug any observed gaps.
 
The most usual method of providing this feedback on staff performance is through appraisal.
 
In this chapter you will also learn different definitions and typical examples of appraisal. Let’s examine these in more detail.

Chapter 2

The Appraisal Structure 

For most staff, regardless of how their performance is measured, their appraisal interview is the only time that they can sit down with their manager and concentrate exclusively on their overall performance, as opposed to every-day task-related progress. That is why many staff treat appraisal very seriously and can be considerably demotivated if the appraisal interview is rushed or interrupted, making them feel that their work is neither valued nor understood.  

By the end of this chapter you will be able to: 

• Learn the appraisal structure and format 

• Initiate effective performance appraisal 

• Process and implement the appraisal successfully 

• Conduct pre appraisal meeting – what it is and how to plan for this part of the appraisal 

Chapter 3

Appraisal Preparation 

Before the appraisal interview can take place a number of things need to happen. Ideally the appraisal process will be an on-going process with regular informal performance reviews having taken place. It is important that the appraiser keeps notes throughout the appraisal period so that these can be referred to when drawing up the formal appraisal. If notes are not kept, the appraiser is likely to be too heavily influenced by recent events and will not give a balanced assessment for the entire appraisal period. In this chapter you will learn how to prepare for appraisals.  

By the end of this chapter you will be able to: 

• Prepare for appraisals 

• Develop and ask essential appraisal questions 

• Understand appraising criteria 

• Assess candidates