Effective appraisals just got easier
Appraisals are often seen as an isolated and time-consuming round of paperwork that everyone has to engage in and few see any point to. If we were to truly recognize the potential and intended value of appraisals, they would be regarded completely differently.
The original intention of an appraisal system is to encourage and develop the staff of the organization, so that they all perform to their highest potential. Properly implemented and used, appraisals will help you, if you are a manager, to ensure that your staff are as effective as possible in their work, and thereby to make your area of work a powerful contributing factor to the success of the organization.
Appraisals can also make your job as a manager easier, because they give you the opportunity and framework to encourage and develop your staff. This results in a team of people who feel valued and supported, and who know that their work makes a positive difference to the organization as a whole. As a manager, you can then spend less time and energy on pushing and controlling your team, and more time on the work that moves things forward and is more satisfying.
By the end of the final chapter, you will see how appraisals can make a positive difference to you
as a manager, your staff as individuals, and the organization as a whole.
Sunday: Why appraise?
Monday: Formulating a successful appraisal
Tuesday: The appraiser’s role 1: setting the framework
Wednesday: The appraiser’s role 2: attitudes and approaches
Thursday: The interview 1: reviewing achievement
Friday: The interview 2: looking ahead
Saturday: Completing the appraisal: after the interview
