Preparing for Autumn Performance Reviews: Getting the Most from Your Appraisals

Preparing for Autumn Performance Reviews

Autumn is a common time for businesses to carry out performance reviews and appraisals. But how can employers make sure they are more than just a tick box exercise?

As summer comes to an end, many businesses start preparing for their annual performance reviews. Done well, an appraisal provides an opportunity to recognise achievements, discuss development and agree priorities for the year ahead.

However, a successful review starts with good preparation.

Prepare before the meeting

Managers should take time to review the employee’s objectives, achievements and overall performance before the meeting.

Think about:

• What has gone well?
• What achievements should be recognised?
• Are there any areas for improvement?
• Is any additional training or support needed?
• What would you like the employee to achieve next?

Make sure feedback is supported by specific examples, rather than general statements.

Employees should also have an opportunity to prepare. Sharing the areas you intend to discuss in advance can help make the meeting a more open and productive conversation.

Make it a two way conversation

An appraisal shouldn’t simply be a manager telling an employee how they have performed.

Give the employee an opportunity to reflect on their own performance and share their views.

Questions, such as the following can help create a more meaningful conversation and may highlight issues the manager wasn’t aware of:

• “What are you most proud of?”
• “What have you found challenging?”
• “Is there anything you need more support with?”
• “Are there any skills you’d like to develop?”

Address concerns honestly

An annual review shouldn’t be the first time an employee hears about a performance concern.

Managers should provide feedback throughout the year and address issues when they arise.

If there are concerns to discuss during the review, be clear about what the issue is and provide examples. It is also important to understand why someone may be struggling. There could be training needs, workload issues, unclear expectations or other circumstances affecting their performance.

Where appropriate, employers should also consider whether reasonable adjustments may be required.

Agree clear objectives

The review should finish with a clear understanding of what happens next.

Objectives should be realistic, relevant and clear enough for both the employee and manager to understand what success looks like.

The SMART approach can be useful:

• Specific – What needs to be achieved?
• Measurable – How will success be assessed?
• Achievable – Is it realistic?
• Relevant – Does it support the role and business?
• Time bound – When should it be achieved?

Don’t forget development. This could include training, mentoring, professional qualifications or opportunities to take on new responsibilities.

Keep a record

Following the meeting, make sure there is a clear record of the key points discussed and any actions agreed.

This might include:

• achievements;
• areas for development;
• objectives;
• training or support required; and
• actions for the employee and manager.

The record doesn’t need to be lengthy, but it provides a useful reference point for future conversations.

Don’t wait until next autumn

Perhaps the most important point is that performance management should be an ongoing process, not an annual event.

Regular one to ones and informal feedback allow managers to recognise good performance, address concerns early and provide support when it is needed.

The annual appraisal can then be used to reflect on the year as a whole and look ahead, rather than trying to cover everything in one meeting.

A quick checklist for managers

Before your next performance review, ask yourself:

• Have I reviewed their achievements and objectives?
• Do I have specific examples to support my feedback?
• Have I recognised what they are doing well?
• Are there any concerns that need to be addressed?
• Have we discussed development and future goals?
• Are the objectives clear and achievable?
• Have we agreed what happens next?

Need support with performance reviews?

A well-managed appraisal can help improve performance, support employee development and strengthen communication between managers and their teams.

If you need support introducing or reviewing your appraisal process, or helping managers manage performance effectively, Hallidays HR can help.

If you would like to discuss any of the above in more detail, then please do not hesitate to contact us on 0161 841 1660 or email [email protected]. And of course, visit the website: Hallidays HR Website  and our LinkedIn page: Hallidays HR LinkedIn