Handle appraisal meeting as a manager

Photo by Lukas from Pexels: https://www.pexels.com/photo/close-up-photo-of-survey-spreadsheet-590022/

As a manager, handling an appraisal meeting is an important responsibility. You impact the career path of the people in the team. Appraisals are a talent management process and use this opportunity to develop and retail high performance individuals in the team. Here are some tips to help you handle an appraisal meeting effectively:

1. Prepare in advance: Before the meeting, dedicate time to review the employee’s performance over the appraisal period and document specific examples of their successes and areas for improvement. This should be done over the whole year because you are likely to forget things and be more biased if you leave this for the end. If you don't prepare well it will show and you will lose respect.
2. Create a comfortable atmosphere: Create comfortable conditions. Ask the employee to set the time and place of the meeting. Set the tone by thanking the employee for their contributions and accomplishments.
3. Listen actively: During the meeting, make sure you actively listen to the employee’s feedback, concerns, and questions. Ask open-ended questions to encourage the employee to share their thoughts and ideas. Make notes if required.
4. Provide constructive feedback: Provide constructive feedback that is specific, measurable, and actionable. Focus on the employee’s strengths and identify areas for improvement, offering suggestions for improvement and providing opportunities for growth. Ask if they agree with your assessment and areas where they disagree. If the employee is not happy with the ratings and becomes emotional let them air their emotions and create specific action items.
5. Clarity: Be clear on the ratings that are provided. Especially when the ratings are bad be honest and specific. Focus on specific instances and results and do not categorize the person themselves. Be respectful and provide advice if the employee seems receptive. Ask him to create a plan for improvement.
6. Agree on goals: Work with the employee to set goals and objectives for the next appraisal period that are challenging, but achievable. These goals should be specific, measurable, and aligned with the employee’s interests and career aspirations. Do not overwhelm the employee.
7. Follow up: After the meeting, provide a written summary of the discussion, along with any action items or goals that were agreed upon. Follow up with the employee regularly to check on their progress and provide support and feedback.

Appraisals are a very effective lever in your arsenal to improve the teams behavior in terms of productivity and skill. By following these tips, you can help create a positive and productive appraisal meeting that helps the employee grow and develop in their role. Remember you will in turn be judged by the effectiveness of the team.