The Appraisal Discussion – Hints & Tips for Employees
Employee should remember that:
* That the performance review is a joint meeting where there should be an open exchange of views about the employee’s performance over the last reporting year;
* To think in advance about the written assessment comments and come ready to make an input;
* To think in advance about what objectives might be appropriate for the coming review period;
* To consider what actions (e.g. development activities or job moves) might be required to meet long-term career goals.
Just a fifth of respondents to the Investors in People UK survey believed that their manager would always act on what was discussed, and a similar proportion said that their boss rarely or never bothers to follow-up on their concerns.
Helen Astill of Cherington HR is not surprised. “In my experience, this occurs when actions are poorly recorded and individuals cannot remember who has taken on responsibility for the specific task.”
It is therefore important for employees to make sure this does not happen. They can take joint responsibility to ensure that actions are recorded during the appraisal discussion. These should indicate the action to be taken, the name of the person responsible and the expected date of completion.
This action list can be used by both parties to review progress on a regular basis.
Posted on 19 Nov 2016