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Running Performance ReviewsRunning Performance Reviews

Face to face / Online public schedule & onsite training. Restaurant lunch included at STL venues.

From £495 List price £650

Training manual sample

Below are some extracts from our Running Performance Reviews manual.

 

Common frustrations

 

  1. A tick-box exercise.

  2. Inefficient.

  3. Unfair.

  4. Unreliable 

  5. Time consuming.

  6. Demotivating.

  7. A waste of time.

  8. Too infrequent – if only once per year.

  9. No developmental feedback.

Why have Appraisals 

  • To make people feel valued 
  • Set new goals and objectives 
  • Give feedback and support 
  • Clarify expectations and responsibilities 
  • Resolve grievances and concerns 
  • Strengthen bonds and trust 
  • Refocus individuals and teams
  • Identify training and development needs
  • Increase employee engagement and retention
  • Identify promotion opportunities
  • Make compensation decisions
  • Support disciplinary processes
  • Improve organisational performance

 

Different approaches to performance reviews

 

  1. Traditional annual review with Line Manager only.

  2. Performance review every 3 or 6 months.

  3. Monthly, fortnightly or weekly informal catch-up with Line Manager.

  4. Informal regular catch-up with Manager as and when feedback is necessary.

  5. 360 degree feedback from colleagues, Manager and sometimes clients and other stakeholders.

  6. Strength-based performance appraisals

 

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