It can be difficult to appraise a member of staff – especially someone new to the company. Words must be chosen carefully, encouragement given but at the same time, areas that require improvement must be highlighted.The person you are appraising may have things happening in their home life that you know nothing about
- They may be nervous in your company because of your senior role
- They may be feeling emotional
During an appraisal the senior manager expects that his or her word is listened to and advice adhered to. However, it is the responsibility of the senior manager to set the scene, to be sure that the appraisee is motivated, strengths are highlighted and that the conversation it two way – it’s an appraisal not a dictation. Listen to what the appraisee feels and thinks.
Motivation, open questions and good examples are of paramount importance.
Give and request examples of where things are going right and where they are going wrong, ask the appraisee to offer examples of their thoughts and to build on those.
As the senior manager, you expect that your thoughts and guidance are acted upon, however, if they are challenged, never show anger.
Ask the appraisee to explain and give examples of their challenges. It’s important they feel listened to, it’s vital that you understand their reasoning and gently encourage them to your way of thinking or – hands up to them – you may learn a different approach which is just as successful.
Agree objectives and a follow-up date for the next appraisal. Make sure they receive an emailed copy of your discussion and exactly what is expected of them both in their job role and for your next meeting.
Your staff are a very valuable asset to your company, treat them well and their loyalty will be yours.