Organisations employ a wide range of appraisal systems. Some are very manager-led where the appraiser writes the documentation and shares it with the appraisee. In others, the appraiser's role is to help the appraisee evaluate their contribution to organisational performance. Whatever your appraisal experience, there will be one constant - the effectiveness of the appraisal discussion determines the effectiveness of the whole appraisal system. This book shows you how to make appraisals a productive and motivating experience for all levels of performer - and help your own credibility in the process. Practical advice is given on: - assessing performance fairly and accurately - using feedback, including constructive criticism and targeted praise, to improve performance - handling 'difficult' appraisees - encouraging and supporting reluctant appraisees - setting, and gaining commitment to, worthwhile objectives - avoiding common appraiser problems from inadvertent bias to 'appraisal speak' - identifying ways to develop appraisees so they add value to the organisation.Requiring someone to increase customer contact by 25 per cent may not result in more sales, just more customer contact. ... Crazy though these examples may sound, they are both true! ... Key result areas such as image, morale, teamwork, development of staff potential, and so on are very difficult to quantify withoutanbsp;...
|Title||:||The Appraisal Discussion|
|Publisher||:||CIPD Publishing - 1998|