Part 2 (EP 18)- Positive Performance Appraisals- 8 key structure tips

To develop a formal PA that works for you, your people and your business, you need to start with the end goal in mind! You really need to know what you are hoping to achieve, and this might sound super obvious, but so many companies get this wrong! They miss the value of a good solid Job Description, particularly in relation to career development and training needs. You need to check that your Job Descriptions actually cover what you are expecting your staff to do, and that they are clear, measurable and actionable………without this you are setting yourself up for failure.

8 Key Tips

1- Clear Job Descriptions that are relevant 2- Clear metrics- no surprises 3- All actionables have to be under control of the person being appraised 4- Transparent rating system that is the same across the company 5- Quarterly reviews 6- The control is given to the employee to drive the conversation 7- Manager and Leaders need to be trained in coaching to run a rewarding performance appraisal that is meaningful full and will benefit the business and the employee 8- Must include career development and progression that is accessible

This is the piece of the puzzle that most businesses and leaders need help with. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help.