Identifying and Agreeing on Goals and Outcomes in Appraisals

This guide explores various methods for setting and agreeing on individual employee goals and outcomes, enhancing their performance and development.

Utilizing SWOT Analysis for Goal Setting

A SWOT Analysis helps in identifying an employee’s strengths, weaknesses, opportunities, and threats. Download examples from your dashboard for reference.

• Strengths: Assess what employees excel at.
• Weaknesses: Identify areas needing improvement.
• Opportunities: Explore potential areas for growth.
• Threats: Understand challenges in skill development.

Effective Tools for Appraisal Meetings

Explore different models to facilitate appraisal discussions:

• Tuckman’s Model: Useful for managing team dynamics.
• Force Field Analysis: A decision-making technique for evaluating change.
• The GROW Model: Focuses on Goals, Realities, Options, and Ways forward.

Setting SMART Goals

Goals should be SMART - Specific, Measurable, Attainable, Realistic, and Timely.

• Specific goals with clear objectives.
• Measurable outcomes to track progress.
• Attainable and achievable targets.
• Realistic ambitions aligned with capabilities.
• Timely objectives with defined deadlines.

Learning and Development Options

Explore various options for enhancing skills and knowledge:

• Shadowing a Colleague: Gain practical experience by observing an expert.
• Training Courses: Classroom or eLearning sessions tailored to learning needs.
• Online Research: Self-driven learning through internet resources.