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Appraisals and Performance Management Skills Training and Development For a brief introduction to appraisal skills try Appraisals and Performance Management Find the next available Open Performance Management and Appraisals Course And the next available Open Line Management Course You might also be interested in the next available Open Communication Skills Two Day Course If you want something more in-depth read Performance Management and Appraisals See how our programmes deal with Appraisal Skills Training Have a look at a Performance Management and Appraisals Programme run for Whitehead Mann If you want to know more about our training programmes have a look at our Communication Skills Key Issues page Appraisals and Performance Management Skills Training and Development

If you are interested in talking to us further about our work on Performance Appraisal Skills Training and Development, please phone +44 (0)20 7226 1877 or e-mail: enquiries@impactfactory.com Performance Appraisal Skills Training and Development

 

Performance Management and Appraisal Feedback

Impact Factory runs tailored Appraisal Skills Training

We also run Open Performance Management and Appraisal courses

and personalised One-to-One Executive Coaching

for anyone who has to deal with Performance Management and Appraisals


The following article was contributed by Martin Haworth

Ten Top Performance Management Tips

Sadly, Performance Management has got itself a bad reputation. Dreaded by those on the receiving end and considered an unproductive chore by the manager, the value and benefits have been lost. But there is another way and here are Ten Tips to help.

Performance Management and Appraisal

1. Talk to Your People Often
   By building a great relationship with your people you will bring trust, honesty and information. This gives you a head start in Performance Management of your people.

2. Build Feedback In
   On the job two-way feedback processes gets rid of the nasty surprises that gives Performance Management such a bad name. By building it in as a natural activity, you take the edge away.

3. Be Honest
   By being frank and honest, which the preparation work in building a great relationship has afforded you, both parties treat each other with respect and see each other as working for everyone's benefit.

4. Notice Great Performance
   When you see good stuff, shout about it! Let people know. Celebrate successes and filter this into formal processes.

5. Have a System
   Performance Management is a process and needs some formality - especially for good personnel practice and record. This need not be complicated, but it needs to be organised and have timescales.

6. Keep it Simple
   But do keep it simple. If you have a relationship with your people that is strong anyway, you already know what they are about. Formal discussions can be friendly and simple, with formality kept to a minimum.

7. Be Very Positive
   Celebrate great performance! Focus on what's going well. It's about successes and building on strengths, not spending ages on their weaknesses - that serves no-one. Go with the positives!

8. Achieve Their Needs
   Remember that we all have needs that we want fulfilling. By working with your people to create outcomes that will do this, you will strengthen your relationships and channel effort in a constructive direction.

9. Tackle Discipline
   Whilst it often happens, Performance Management is not about managing indiscipline. That has to be managed in a different way. By setting clear standards in your business that everyone understands and signs up to, discipline becomes much, much easier.

1. Learn from Mistakes
   As part of regular on-the-job and informal review, mistakes will come to light; things will go wrong. By using the 'What went well? And 'What could you do differently?' format, the unsatisfactory performance becomes controllable and a positive step.
3. Try these ten out, maybe not all together, but one at a time. Have fun! There are other benefits apart from just improving the performance of your people - can you spot them?

Performance Management and Appraisal Course