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Appraising Your Talent’s Performance

Managing, Talent or high performing staff is a critical role for a line manager. Performance appraisal should be ’employee centric’ whereby the talented employee presents achievements to the line manager and —NOT the other way around. Why?

• Today’s performance management means the employee treats their performance as a set of deliverables rather like a project manager-they are on top of the work
• It is the employee’s job not the line manager
• The employee knows what has happened during the year
• The employee can explain what went well and what did not and why
• The employee can summarise what they have learnt and what they would do differently next year
• The talent can appraise themselves

[/vc_column_text][/vc_column_inner][vc_column_inner width=”1/3″][vc_single_image image=”188″ img_size=”full” el_class=”content_image_two”][/vc_column_inner][/vc_row_inner][vc_row_inner css=”.vc_custom_1570002522272{background-color: #f1f1f1 !important;}”][vc_column_inner][vc_column_text]In fact, an annual appraisal is insufficient to review the past performance cycle and compare achievement versus expectations.

Instead, consider mini reviews each quarter so around four times a year. i.e. three brief reviews that culminate in the end of the year review.

This is good from a number of standpoints. First, it lets the talent see how they’re doing on a regular basis, and it’s also a good way to track changes and progress throughout the year.

• Before the annual appraisal ask your talented employee to:
• Complete the PM form with KRAs, KPIs, targets, results and ratings.
• Submit the completed PM form to you one week before the appraisal
• Review the talent’s performance and discuss with your line manager
• Prepare for the appraisal meeting

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