Many people assume that an appraisal is basically a chance for a manager to call out an employee on every negative thing they do.
That’s not the case.
An appraisal is supposed to be a positive thing. It’s a chance for manager and employee to get together around the modern boardroom tables and be open and honest with each other. It’s a casual chat, a time for transparency and a time to look towards the future.
The very word ‘appraisal’ tends to strike fear into the heart of employees nationwide. For that reason, many organisations have renamed them as Staff Development Reviews, or SDRs for short. That sounds far less worrisome and has less negative connotations attached to it. They are one and the same however, it must be pointed out!
Check out this video which talks a bit more about appraisals, or Staff Development Reviews.
So, now we know more about appraisals/SDRs, what are the main aims? What do they exist for and what should you ensure happens when you meet with an employee to discuss their performance and future development?
Here are 5 main aims of appraisals and SDRs.
To Talk About Performance
Of course, a major part of an SDR is to talk about how the employee is doing and whether there are any problems. However, its also to give praise where it’s due. A high quality manager knows that giving feedback means positives and negatives.
For Employees to Voice Their Opinions/Issues
Many employees don’t feel able to go and see their manager, sit around their executive desk and talk about problems. That shouldn’t be the case, but it is for many. With that in mind, an appraisal is also a time for employees to talk about their opinions and what they want to centre the discussion around.
To Identify Training Needs
An SDR is an ideal time to sit down and talk about any training needs. This can be training that is required to rectify a problem or it can be that the employee would like to go on a particular course, and this is the best time to bring it up. The whole point of these discussions is for improvement, so training has to come into it.
To Discuss Career Progression
Following on from training needs, an SDR is a good time to discuss where the employee would like to go career-wise. It’s a good time to let their manager know if they would like to work towards a promotion and as a result, the manager can give advice on how they can work towards their aims, perhaps pulling further training into the discussion.
To Identify Any Added Responsibility
Perhaps the employee would like to take on extra responsibility and again, this is a good time to discuss that and identify the types of responsibility they’re looking for. This may not the case for all employees, but it could be for some. During the regular working year, it might not come up in discussion or the employee may not feel it’s the right time. The appraisal however is the ideal time to talk about taking on extra responsibility in order to further their skills and knowledge.
Many businesses don’t place enough focus on appraisals and assume that they just don’t work. However, that’s because they’re not being approached in the right way! Getting rid of the negative connotations is the first step, but then ensuring that a solid procedure is put into place is next. Do not let appraisal time come and go without any action - every employee must have an SDR/appraisal every 12 months, without fail!