1. Welcome to Successfully Appraising Staff Workshop
If you look after your staff, they'll look after you & your customers. It's that simple

2. Domestics Fire Procedures & Exits Smoking Mobile devices
Facilities & Breaks
Any Special Requirements

3. What do we mean when we say look after staff?
Correctly inducted into organisation
Have the right skills
Have adequate knowledge and are kept up to date
Understand rules and procedures
Are correctly trained
Know what is expected of them
Understand the purpose of the organisation
Understand what the priorities are
Know how they are doing
Feel part of and are engaged with the organisation
Feel valued respected and recognised for their contribution

4. Difficulties and Impacts of Staff Turnover
Organisation - Reputation, recruitment, capacity & capability reduction
Manager - Stress, extra workload, missed deadlines and targets, changed plans and reactionary decisions
Staff - Extra pressure, more work, possibly more errors, reduction in knowledge, less skills in team, less supervision, less communication

5. Very few employees reveal to you the true reason for leaving!
Most common = I have an opportunity elsewhere

6. Key Challenges Faced By Managers
Deliver results
Meet targets & deadlines
Remaining competitive /delivering value for money
Solve issues and problems
Staff wellbeing
Staff engagement
Managing performance

7. Action Centred Leadership
John Adair Action Centred Leadership Model

8. What we see as important is where we focus our attention and energy
Results and outcomes
People
Being aware of our preferences

9. Appraising Staff Is Not Just A Annual Event
Face to face specific feedback
Weekly huddles/meetings
General conversations in the workplace
Project/ program reviews
Articles celebrating successes in newsletters/staff magazines etc.
Performance reviews
Annual appraisals

10. Advantages Of Annual Appraisals
Documentary evidence of employee performance over a specific period of time.
A structure to meet and discuss performance and accomplishment with an employee.
To both give and receive feedback
A structured process to clarify expectations and discuss issues.
A structure for thinking through and planning the upcoming year and developing employee goals.
They can motivate both manager and employee to work together to achieve common goals

11. Disadvantages Of Annual Appraisals
If not done right, they can create a negative experience.
Appraisals are time consuming and can be overwhelming to managers with many employees.
They are based on human assessment and can be subjective if not based on facts.
They can create a very stressful environment for everyone involved if used as the sole method of appraising.
Can be demotivating if used as a stick to beat people up with.

12. Successful Appraisals
Being Prepared
Catch People Doing It Right
Continual Improvement
Skills & Behaviours
Feedback
Setting Objectives
Development Gap

13. Introducing A Behavioural Feedback Model
Behaviour – State the behaviour observed
Impact – State the specific impact that it had on those at the time
Feeling – State how you as their manager feel about this specific behaviour
Future – State how you want them to behave differently in the future

14. Team Feedback Model W3 What went well? Let’s do more of it
What didn’t go so well? Let’s not do that next time
What could we do differently next time? Solution-focused, encourages innovation

15. 6 great follow-on questions that start with…
What
Why
When
How
Where
Who

16. Putting It Into Practice
Read the brief
Plan you approach
Select relevant cards from the deck to support you
Be prepared to ask follow up questions to expand on the appraisees responses

17. Review And Next Steps Reflection questions in the delegate workbook
Action plan
Stop doing
Start doing
Do more of...
Do less of...
Start
Stop
Do More
Do Less

18. Please complete your evaluation forms before leaving
Thank You
Please complete your evaluation forms before leaving