Let staff know why

If there is no current process, then all staff will need to be told the purpose and process so that they are not caused undue stress. Instead they should be reassured that this is a beneficial process to support their development and growth within your business.

Agree where and when

Provide time and a structure to help the employee consider key elements before attending the agreed meeting time. Often these meetings are once a year and can last an hour. I would argue this is not effective. Try a very focussed approach lasting 30 minutes with a follow up 6 months later to review progress, 20 minutes should be enough for this.

Discuss who

Normally a line manager or owner would deliver these appraisals, although in a larger organisation HR may be involved.

Consider carefully who would be best suited, remember it is a 2-way positive experience where information should be shared. There will be times when the employee indicates a preference for who is involved in their appraisal, this should always be taken into consideration and accommodated, where possible, to ensure the process is successful.

What next?

The success of the appraisal process is not only in the meeting but in the follow up time. As a n employer keep an overview document of training requirements and identified areas for development so that you can build this in to you annual planning.

Keep your part of the bargain or your employees won’t value the process.

Seek help and support to deliver areas which are not your key strength.

Set reminders and mile stones for yourself and employees to keep their development programme moving.