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This guide provides an in-depth look at how to prepare for performance appraisals effectively, ensuring both appraisers and employees are ready for a productive discussion.
Scheduling: Set appraisal dates well in advance (minimum two weeks' notice). Use calendar invites with specific details of date, time, and venue.
Documentation: Provide relevant documents beforehand, such as previous appraisal records and policy templates.
Recognize the three stages of the appraisal process: pre-meeting preparation, conducting the meeting, and post-meeting activities.
Focus on general aims and objectives. Ensure uninterrupted, 'protected development time' for reflection and feedback.
Allocate a minimum of one hour, avoiding back-to-back scheduling. Allow breathing space between meetings for effective discussions.
Information Gathering: Review performance notes and prepare lists of accomplishments and development points.
Goal Setting: Draft goals for the next appraisal period, challenging the individual while aligning with previous objectives.
Collect supportive evidence (written statements, work examples, statistics) to substantiate feedback during the appraisal.
Reflect on past performance, achievements, and areas for improvement. Constructive feedback should be prepared and delivered positively.
