5 Tips for a Great Year End Appraisal

Appraisal season is almost here - keep reading to discover my top tips for having a great end of year review.

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Hello there! We're approaching that time of year when many leaders will be starting to prepare for their end of year appraisals with their teams. These conversations can be a really useful opportunity to reflect on the past year and look ahead to what 2025 will bring. But how do you have a great end of year appraisal? Here are my five top tips:

1. Preparation is key....

Many organisations use forms for the appraiser and appraisee to record their thoughts ahead of a meeting to discuss performance. Make sure the employee - and you - have sufficient time to complete these. Block out time in your diary, set reminders, whatever works for you - and encourage your team members to do the same.

2. ....But the conversation is the most important element.

Yes, the forms give you (and the appraisee) a chance to gather your thoughts ahead of the meeting but the conversation at this meeting is where the magic really happens (or doesn't!). Don't get too caught up in the form, it doesn't need to be War and Peace, just a collection of bullet pointed reflections. Plan for the actually conversation as much, if not more. What sort of tone are you going to set? How do you want the employees to feel? What are your key messages and how are you going to convey them well?

3. It's a two-way conversation.

As much as you'll want to give some feedback on how the employee has performed and what you need from them in the year ahead remember that this is a valuable opportunity to hear from them about how they feel they've performed, what they've enjoyed about the last year and what challenges they've encountered. Be prepared to hear (and actively seek out) feedback on your own leadership too.

4. Zoom out as well as in.

Whilst focusing in on some specific examples to illustrate the points in your feedback is important, it's also vital to 'zoom out' and look at the bigger picture. Remind the employee how their work contributes to the organisations goals and objectives. Find out what they want from the next few years and how you can support them in reaching their personal goals.

5. Clarity is crucial.

The aim is for both you and your appraisee to come away from the conversation clear on what has gone well, any areas where improvement is needed, key focuses for the next period and specific actions you've both agreed on. It can be easy to shy away from spelling out where things haven't gone well or where something needs to change, however these are really important conversations to have. Done well, they will bring clarity on what needs to be done differently and why. Without them the problem is likely to only continue.

If you need some help preparing for appraisal season I can run a session to help get your leaders ready. If you want to find out more, drop me a line at [email protected].

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That's All Folks Thanks for subscribing to Happiness at Work. I hope you've enjoyed this edition. I love nothing more than settling down with a cuppa for a natter about workplace happiness, so if you're interested in helping your people thrive at work, get in touch for a free no-obligation chat. Get in touch with me at [email protected].