Have you heard employees describe appraisals as nothing more than a ‘box-ticking exercise’ or question their purpose? You may even feel the same way about appraisals yourself.
It’s time to change this narrative
If done right, appraisals can be a powerful tool that can help employees thrive, develop and feel valued at work, benefiting both the employee and the employer. However, far too many people have had negative experiences of appraisals, leaving them feeling undervalued, disengaged or like the process was a waste of time.
And we can guarantee, that’s not how you get the best out of your employees or help nurture a happy and thriving workforce.
So, the question isn’t “what is the point in appraisals?” but instead “how can we make appraisals better?”
So, how can we make appraisals better?
- Say goodbye to annual conversations and hello to regular catch ups
Imagine holding on to how you feel, your feedback, questions or ambitions for a whole year, only to find that, by the time your appraisal comes around, the conversation no longer feels relevant. Let’s turn up the frequency with regular catch ups, giving employees the opportunity to check in, have timely conversations that reflect the here and now, and receive relevant feedback.
- A look forward
Reflecting on past performance is important, but the real value lies in applying lessons learned to future projects. Appraisals should focus on growth, helping employees use their experiences to shape their development. After all, you want to move forward and not backwards.
- It isn’t a podcast, it’s a conversation
Remember, appraisals are conversations and employees need to be heard too. Make it a conversation where they feel supported and encouraged to share their thoughts, and if they are hesitant to share – ask them questions to help prompt discussions.
- Explore next steps
Appraisals are a great opportunity to discuss development opportunities whether it be in-house or external courses, shadowing opportunities, mentoring or learning a new process or skill from someone in the team. Finding out what interests them, career aspirations or developmental goals can help employees feel valued, motivated, and retain talent within the organisation.
- The ‘one-size fits all’ model doesn’t work
Let’s stop using a one-size-fits-all approach when it comes to appraisals. Recognising individual strengths and opportunities for growth helps set goals that are realistic and relevant to each person. Everyone has different ambitions, strengths and knowledge, so working together to set individual goals is crucial.
- And finally, don’t forget to celebrate the good stuff
Employees do a lot of great work, so acknowledging their hard work, their achievements and how they have overcome challenges is key to making them feel valued and recognised. We all appreciate a ‘thank you’ or ‘well done.’ While it may feel small to say, it will mean a lot to the person receiving it.
How we can help
Appraisals are most effective when done properly. When handled correctly, they can create a workforce that feels valued, listened to, and ultimately supports employee retention.
At CE people, we understand that getting appraisals right can be challenging, which is why we’re here to help. Our expertise can support you in transforming appraisals from a ‘box-ticking exercise’ into a powerful tool that supports your workforce to thrive.
Get in touch with Claire and Emma by emailing us at enquiries@ce-people.co.uk or contacting us here.
