How to agree positively in an appraisal – Managing difficult appraisals

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Our Managing difficult appraisals course deals mainly with the difficulties that arise when we are appraising employees who are substandard in performance, behaviour or attitude. This type of interview needs to be handled well if the manager is to make the best of the performance appraisal. Handled badly and both manager and employee may walk away frustrated and demotivated. Handled well and a highly productive meeting can reinvigorate a poorly performing employee.

Agree/Positive

  • Begin your assessment by mentioning what you agree with what the employee said was positive about himself. The likelihood of anyone becoming defensive in this situation is slim. (“I agree. You’ve achieved really good co-operation from the team and with each other”)
  • Mention that you agree with the appraisee’s self- perception, thereby rewarding the appraisee’s ability to know themselves. (“I’ve seen the same big improvement in your communication skills”)
  • Mention specific behaviours and their effects, giving support for your agreement. People like to see that you can back-up what you’re saying. (“When you asked Bill to give his point of view and then listened to every last word you showed interest and you could tell he appreciated your positive comments.”)
  • Let the appraisee know that what he did satisfied your needs. (“That’s what I want you to do to help increase quality.”)
  • Indicate that you appreciate what the employee did. (“It takes effort, doesn’t it? I appreciate that.”)
  • Ask the employee to keep up the good work. (“Keep it up. Let’s see some more of it.”)

Managing the Difficult Appraisal Course Agenda

Morning

9.30-11.00

Introduction/course aims and objectives

  • Understanding the appraisal process
  • Benefits of constructive appraisals
  • Reasons for ineffective appraisals
  • The interview structure and essential appraisal preparation
  • Setting the scene and relaxing the appraisee

11.00-11.15 – Break

11.15-1.00

Reviewing past performance constructively

  • How to give negative feedback constructively
  • How to discuss difficult issues sensitively
  • Appraising the employee with attitude and behavior issues
  • Using praise to disarm difficult appraisees

Setting clear and realistic objectives

  • Understanding the power of SMART objectives and effective follow-up

Afternoon

1.00-3.15

How to avoid appraisal pitfalls

  • Managing inefficiency and poor performance
  • Tackling attitude and behaviour issues
  • Dealing with non-responsive and aggressive employees
  • Handling appraisees who don’t react well to negative criticism
  • Giving feedback to appraisees who don’t believe they have any faults
  • Handling issues raised regarding performance-pay

3.30-5.30

Follow through post appraisal

  • Handling the reactions of the difficult conversation
  • Follow through and managing the relationship after the meeting
  • Course close and paperwork

Why choose Total Success for your training?

  • our lead trainers have over 18 years experience in training
  • a maximum of 8 delegates means more time spent on individual needs
  • we guarantee to run the course and will never cancel at the last moment
  • free subscription to our monthly training newsletter
  • All open courses are trained in Central London at the St Giles Hotel.

Each delegate receives a comprehensive training workbook that doubles as an open course manual. Courses run from 9.30-5.30 with lunch and refreshments provided.

In-Company Courses

Each organisation has its own specific way of planning, organising, conducting and evaluating the performance appraisal process. Total Success have developed a series of in-house training modules. These are designed so that an organisation can pick the training which is more applicable to its own needs and budget.

The training subjects and recommended timings are shown below. You are able to choose the training sessions and build your own course within an agreed course schedule.

The benefits to you are:

  • The course fits your organisational needs exactly
  • You are able to set courses which are more applicable to different departments and groups within your organisation
  • You can plan the course to fit your budget
  • You are more in control of the course content

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