Appraisals of work performance can range from valuable to irrelevant. They can be constructive or they can have a negative impact. How people behave and react in a performance appraisal meeting is also important.
Often we are not completely objective about our own skills and abilities. Be prepared to listen to feedback on your work. When you are giving performance appraisals, be honest but also specific and constructive.
Storyline
Carol is upbeat and positive on the morning of her appraisal. She is confident that she’ll be showered in praise, until she walks into Marcus’ office and finds that the company VP, Serena, will be sitting in on the appraisal. Marcus and Serena question various aspects of Carol’s extremely high self-assessment. Carol becomes offended and defensive, and at times takes her emotion out on Serena. It all takes a turn for the worse when Marcus announces that Carol won’t be receiving a bonus. She’ll also be required to take a pay cut! But will management also be taking pay cuts and loss of a bonus? How will Carol get back in control?
Key Learning Points
Appraisals can be constructive, destructive or useless. Your contribution directly impacts the outcome.
- Don't cause surprises at the appraisal INSTEAD: Prepare the person for what to expect
- Don't be vague about improvement INSTEAD: Discuss specific ways to improve
- Don't disregard employment contracts INSTEAD: Reward achievements as agreed
- Don't allow conflict to escalate INSTEAD: Remain calm and focus on goals
Interactive eLearning course
This video program is also available as a short stimulating eLearning course with interactive learning modules, recap activities, inline video and quiz assessments, designed to engage learners and build skills.
