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HR Professional - How relevant is the traditional appraisal system?
The appraisal system for many organisations has fallen out of favour. But what has taken its place and how can businesses like yours ensure that performance management is effective and not a waste of time.Click here -
Tips & Advice Personnel - Two words to avoid in your workplace
Two words to avoid in your workplace..Mindful language. The words we use to communicate have the power to influence people negatively or positively and the workplace environment is no different. Two words you should avoid - particularly during appraisals and when you’re dealing with staff problems - are “always” and “never”, e.g. “you are always late” or “you never hit your deadlines” . They lead to sweeping generalisations and can quickly put people on the defensive. Tip. A better word to...Click here -
Tips & Advice Personnel - 25% of men cry after their appraisals
25% of men cry after their appraisals..Emotional event. Although appraisals are often criticised, a robust and carefully thought out process can be worth its weight in gold. However, according to research carried out by Adobe, 25% of men and 18% of women will cry after an appraisal. There are many possible reasons for this type of reaction, including anger, differences of opinion, frustration and relief. Tip. If one of your employees bursts into tears after (or during) an appraisal, act sensitively. Don’t...Click here -
Tips & Advice Personnel - The danger of a “satisfactory” appraisal
Appraisals aren’t a legal requirement but it is good practice to carry them out at least once a year. When doing so you should avoid a “satisfactory” or “unsatisfactory” rating system. Why?Click here -
Tips & Advice Personnel - Another reason not to ditch appraisals!
Another reason not to ditch appraisals!..Our advice. In recent years some employment consultants have advised employers to ditch staff appraisals on the basis that they’re a waste of time for all involved. We’ve always recommended that you take the opposite approach and conduct an appraisal for each employee at least once, preferably twice, per year. This ensures that: (1) they have clear and measurable goals and objectives; and (2) you will have a robust paper trail in the event of any performance problems....Click here -
Tips & Advice Safe Employment Documents - An appraisal policy
Staff appraisals are an important part of performance management, training and development. So to accompany our existing Appraisal Procedure and Form, we’ve created a new Appraisal Policy. What does it include?Click here -
Tips & Advice Personnel - Must we carry out appraisals?
Must we carry out appraisals?..Q. Are we legally obliged to carry out appraisals? A. There is no legal requirement for an employer to carry out employee appraisals. However, a robust appraisal system is considered to be good practice as it has many benefits, e.g. it can identify strengths and weaknesses, weed out ineffective performance and working practices, unearth career aspirations and highlight gaps in skills and knowledge across your business. Ideally, there should be at least one appraisal annually (see...Click here -
Tips & Advice Personnel - “Appraisals don’t work”: really?
According to the former HR director of the BBC, “appraisals don’t work” because they “strike fear into the hearts of employees”. She’s entitled to her opinion of course, but what’s blatantly wrong with this statement?Click here -
Tips & Advice Safe Employment Documents - Are they prepared for an appraisal?
Before an appraisal, the employee should spend some time thinking about their performance in the period that’s under review. Our new Self-Appraisal Form will assist them here. How should it be used?Click here -
Tips & Advice Safe Employment Documents - Are they a potential candidate for promotion?
You can use our new Assessment of Potential for Promotion to weigh up an employee’s suitability as a candidate for future promotion. At what point should you undertake this type of exercise?Click here
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