S7 EP19 4 Steps to Positive Performance Appraisal for Development. with Lisa Askwith

Part 3 (EP19) 4 Steps to Positive Performance Appraisal for Development. 4 of the key items that will create the base for your performance appraisals bing positive and supporting Development in your company; Clear and transparent rating system that is consistent across the business, 2 way system, Good leadership, Appraisals embedded with career/personal development. This is a key people topic that builds your culture through trust, respect, honesty and engagement, so we need to not only get it right, we need to ensure it is something that actually helps improve your business success. Example of developing your own transparent rating scale that can be used across the entire business I recommend a 5 point scale, due to it being easier to manage and administer, but remember you can alter it as needed to suit your particular business. This should be against key criteria to make their roles successful. For instance, if you have a sales professional you would have grading’s for things like Salves vs target, then you would have a scale within that grading, such as; a 1-5 scale 1- Not achieving- 80% or new tarter 2- Competent but underachieving- 90% 3- Satisfactory- 100% 4- Highly Competent- 105% of target 5- Excelling- 110% of target Key thoughts; Progressive companies are redesigning their performance management to evaluating accomplishments, and how these are achieved (behavioural) A good appraisal systems takes the ‘pain’ out of its use and actually encourages and raises employee satisfaction and engagement TIP- Effective PM is a process not a one off event