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Instructor-led training -

Staff AppraisalsStaff Appraisals

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

From £760 List price £965

Who is this course for?

This course is for those who conduct formal performance appraisal reviews with their staff.

Staff Appraisals

Objectives

Understand the aims of appraisal and performance management. Identify the relationship between appraisal, performance, development and organisational effectiveness. Prepare and conduct effective appraisals. Set SMART objectives.

Benefits

Delegates will learn how to get the best from their people by providing constructive feedback and by setting realistic and achievable targets.

Course Syllabus

Purpose and Benefits of the Staff Appraisal

Staff appraisal used effectively as a management tool
Appraisal pitfalls - why they don't always work
Employee experience
Continuous appraisal

Job Review

Key results areas
Clarifying standards
Employee's perception of their role
Encouraging employees to prepare for their review

Preparation for Staff Appraisal

Job description as a yardstick for performance assessment
Establishing 'Ideal Aims' vs 'Acceptable Standards' of performance
Assessing employee performance

The Appraisal Interview

Following a structure
Effective Questions
Listening skills
Making praise genuine
Making criticism constructive
Supporting Self-appraisal
Handling disciplinary issues assertively
Encouraging employee participation
Getting employee commitment to improve
Managing challenging employees
Keeping a record

Setting Targets

Agreeing meaningful targets and objectives
Establishing deadlines and standards
Sticking to targets - reviews, follow-ups, moving goalposts
Assessing training and development needs

Addressing Common Problems

Apathetic employess who won't join in
Defensive employees who won't accept criticism
Appraisal and pay
Common disciplinary situations in appraisal
The high flyer to whom we have little to offer

"What do I get on the day?"

Arguably, the most experienced and highest motivated trainers.

Face-to-face training

lunch

Training is held in our modern, comfortable, air-conditioned suites.

Lunch, breaks and timing

A hot lunch is provided at local restaurants near our venues:

  • Bloomsbury
  • Limehouse

Courses start at 9:30am.

Please aim to be with us for 9:15am.

Browse the sample menus and view joining information (how to get to our venues).

Refreshments

Available throughout the day:

  • Hot beverages
  • Clean, filtered water
  • Biscuits

Online training

online training (virtual)

Regular breaks throughout the day.

Learning tools

in-course handbook

In-course handbook

Contains unit objectives, exercises and space to write notes

24 months access to trainers

Your questions answered on our support forum.

What to expect when training

Training Formats & Services

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Public schedule dates

Next date Location Price
Thu 18 DecOnline£800
Tue 23 DecBloomsbury £800
Mon 19 JanOnline£798
Thu 22 JanLimehouse £795
Wed 18 FebOnline£767
Mon 23 FebBloomsbury £762

And 26 more dates...

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Training manual sample

Below are some extracts from our Staff Appraisals manual.

Staff Appraisals

Purpose and Benefits of the Staff Appraisal

Staff appraisals are essential for fostering communication between employees and management. They provide a structured opportunity to discuss performance, set goals, and identify areas for improvement. The benefits include enhanced employee motivation, improved performance, and alignment of individual objectives with organizational goals.

Staff Appraisal as an Effective Management Tool

When used effectively, staff appraisals can be a powerful management tool. They help in identifying training needs, recognizing high performers, and addressing performance issues. Regular appraisals ensure that employees are aware of their progress and areas needing improvement, fostering a culture of continuous development.

Appraisal Pitfalls: Why They Don’t Always Work

Despite their benefits, appraisals can sometimes fail. Common pitfalls include lack of preparation, biased evaluations, and unclear objectives. To avoid these, it’s crucial to have a structured approach, clear criteria, and an open, honest dialogue.

Employee Experience

The employee’s experience during the appraisal process is critical. A positive experience can boost morale and engagement, while a negative one can lead to dissatisfaction and disengagement. Ensuring that employees feel heard and valued is key to a successful appraisal.

Continuous Appraisal

Continuous appraisal involves regular feedback and check-ins rather than annual reviews. This approach helps in addressing issues promptly, keeping employees on track, and maintaining a continuous dialogue about performance and development.

Job Review

Key Results Areas

Identifying key results areas (KRAs) helps in focusing on the most critical aspects of an employee’s role. KRAs should be clearly defined and aligned with the organization’s objectives.

Clarifying Standards

Clear standards and expectations are essential for effective appraisals. Employees should know what is expected of them and how their performance will be measured.

Employee’s Perception of Their Role

Understanding how employees perceive their role can provide valuable insights. It helps in aligning their perception with organizational expectations and addressing any discrepancies.

Encouraging Employees to Prepare for Their Review

Encouraging employees to prepare for their review ensures a more productive discussion. They should reflect on their achievements, challenges, and areas for improvement.

Preparation for Staff Appraisal

Job Description as a Yardstick for Performance Assessment

A well-defined job description serves as a benchmark for assessing performance. It provides a clear reference for evaluating whether an employee is meeting their responsibilities.

Establishing ‘Ideal Aims’ vs ‘Acceptable Standards’ of Performance

Setting both ideal aims and acceptable standards helps in creating a balanced performance assessment. Ideal aims represent the aspirational goals, while acceptable standards define the minimum expectations.

Assessing Employee Performance

Performance assessment should be objective and based on clear criteria. It involves evaluating achievements, identifying areas for improvement, and providing constructive feedback.

The Appraisal Interview

Following a Structure

A structured appraisal interview ensures that all relevant topics are covered. It helps in maintaining focus and making the discussion productive.

Effective Questions

Asking effective questions is crucial for a meaningful appraisal. Open-ended questions encourage employees to share their thoughts and provide deeper insights.

Listening Skills

Active listening is essential during appraisals. It shows respect for the employee’s perspective and helps in understanding their concerns and aspirations.

Making Praise Genuine

Genuine praise boosts morale and reinforces positive behaviour. It should be specific and sincere, highlighting the employee’s achievements.

Making Criticism Constructive

Constructive criticism focuses on improvement rather than fault-finding. It should be specific, actionable, and delivered with empathy.

Supporting Self-Appraisal

Encouraging self-appraisal helps employees take ownership of their performance. It promotes self-awareness and personal development.

Handling Disciplinary Issues Assertively

Disciplinary issues should be addressed assertively but fairly. Clear communication and a focus on improvement are key.

Encouraging Employee Participation

Active participation from employees makes the appraisal process more effective. It fosters a sense of ownership and engagement.

Getting Employee Commitment to Improve

Securing a commitment to improve is essential for ongoing development. It involves setting clear goals and providing the necessary support.

Managing Challenging Employees

Managing challenging employees requires patience and skill. It’s important to address issues directly and constructively, maintaining a focus on improvement.

Keeping a Record

Maintaining detailed records of appraisals helps in tracking progress and making informed decisions. It provides a reference for future appraisals and development plans.

Setting Targets

Agreeing Meaningful Targets and Objectives

Targets should be meaningful and aligned with organizational goals. They should be specific, measurable, achievable, relevant, and time-bound (SMART).

Establishing Deadlines and Standards

Clear deadlines and standards ensure that targets are met. They provide a framework for evaluating progress and performance.

Sticking to Targets: Reviews, Follow-Ups, Moving Goalposts

Regular reviews and follow-ups are essential for staying on track. It’s important to be flexible and adjust targets as needed, but also to maintain accountability.

Assessing Training and Development Needs

Identifying training and development needs helps in supporting employee growth. It ensures that employees have the skills and knowledge required to meet their targets.

Addressing Common Problems

Apathetic Employees Who Won’t Join In

Engaging apathetic employees requires understanding their concerns and motivations. Providing support and creating a positive environment can help in overcoming apathy.

Defensive Employees Who Won’t Accept Criticism

Handling defensive employees involves being empathetic and clear. It’s important to focus on specific behaviours and provide constructive feedback.

Appraisal and Pay

Linking appraisals to pay can be challenging. It’s important to ensure that the appraisal process is fair and transparent, and that pay decisions are based on clear criteria.

Common Disciplinary Situations in Appraisal

Addressing disciplinary issues during appraisals requires a balanced approach. It’s important to be firm but fair, focusing on improvement and support.

The High Flyer to Whom We Have Little to Offer

Managing high flyers involves providing new challenges and opportunities for growth. It’s important to recognize their achievements and support their development.


By following these guidelines, organizations can make the staff appraisal process more effective, ensuring that it contributes to employee development and organizational success.

 

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