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Staff Appraisal Training Course - One Day

Learn practical tools that you can use in real-life situations. Staff Appraisal Training
  • Get the best possible results from staff appraisal meetings
  • Avoid the perils of a poorly prepared appraisal meetings
  • Use a Proven Success Formula for super-effective staff appraisals
  • Help staff members to identify their strength and their developmental opportunities
  • Help staff to set specific developmental goals and objectives
  • Inspire the staff member to make progressive and adaptive changes
  • Keep good notes and follow up
Learn in a friendly and relaxed atmosphere with people who are facing similar situations as you.

The course content was very good. Logical order and relevant, with good mix of theory and practical, followed by exercises to cement learning. The trainer was very engaging, sound theory and knowledge, supported with relevant examples of life experience.

Customer Reviews

Staff Appraisal Training - One Day Course Overview

Day One - Morning

  • The purpose of a staff appraisal interview
  • The continuous improvement cycle
  • Giving positive feedback
  • Giving negative feedback
  • Receiving negative feedback
  • Identifying areas for improvement
  • Setting specific goals
  • Formulating detailed plans

Day One - Afternoon

  • Communication skills
  • Asking the right questions
  • Body language and voice tones
  • Taking good notes
  • Setting up the environment
  • Role play practice
  • Final summary
  • Action planning

Staff Appraisal Training - Day One - AM

Introductions:

Who are you and what do you do?
Why are you here? What do you want to gain from this training?

What is the purpose of a staff appraisal interview?

The purpose of a staff appraisal interview is to get the best performance from each member of staff and therefore, from the whole organisation.

A staff appraisal is the practical application of the continuous improvement cycle.

Change Management Cycle

The continuous improvement cycle is an important concept that describes all successful action.

You should keep the success cycle in mind as you progress through the staff appraisal interview.

  1. The Purpose: is the goal you want to achieve
  2. The Plan: is how you intend to achieve the goal
  3. The Feedback: is information that relates the results of recent actions to your goals.
    Feedback comes in two forms:

    • Positive feedback – what has been going well.
    • Negative feedback - what has not been going well.
  4. Change: is the adaptive improvements that need to be made in order to achieve our goals

Make the continuous improvement cycle the basis of your staff appraisal interviews

On a staff appraisal we start giving positive feedback.

Step one: Positive feedback

  • We start with positive feedback because positive feedback is important, and it has the effect of settling the emotions
  • Ask the staff member: What has been going well, for you?
  • Give and take positive feedback from the member of staff

Step two: Negative feedback

  • Now we move into the areas of difficulty, where the person is not doing so well
  • What is not going so well?
  • Give and take negative feedback from the member of staff

Notes on How to give constructive criticism

Negative feedback is built into the staff appraisal / continuous improvement cycle.

But most people don’t like critical feedback So, we will investigate how to deliver your negative feedback messages, so they are more likely to be perceived as constructive comments.

Step three. Identify and agree the improvement and changes that could be made

Ask the member of staff, what adaptive changes and improvements could to be made to improve upon their current situation.
Gain their willing cooperation.

Step four. Set specific goals that translate the need to change into a specific goal

Now you get down to specifics and create a set of professional developmental goals, that will form the basis of the next improvements.

8 Part SMART- Goal setting formula

Ask the eight-part SMART questions and help the person to clarify their own developmental goals. Use the following formula for the questions.

Goal Setting - Eight Part SMART Target Questions

Step five. Agree plans and work out the details

All goals require practical plans. So, now you agree plans, including time scales, that will allow you and your member of staff to deliver on the goals.

Step six: Agree actions and move to the next issue or finish the interview

Once you have the agreement, then move to cover a new issue, or close the staff appraisal. Agree a date for the next meeting and tell the member of staff that everything will be recorded properly.

Step seven. Write up your notes

Whilst your memory is fresh finish writing up your notes and send the details to the member of staff as promised.

Staff Appraisal Training - Day One - PM

Additional Notes on giving negative feedback in a positive way.

Negative feedback is, by definition, negative.

Negative feedback must be carefully worded so as NOT to be perceived as DESTRUCTIVE CRITICISM.

Special notes on How to handle conflict

When receiving negative criticisms from the staff member about any aspect of work life, use the six-step formula.

  1. Listen without interruption
  2. Reflect and empathise with their feelings
  3. Analyse and check the facts. Get the facts that lay behind the feelings
  4. Answer: give your response to the facts
  5. Confirm understanding of your response
  6. Close and move the conversation onto the next phase

Role play scenario

Practice makes perfect.

Additional notes on Advanced Communication skills

Questioning skills

A good staff appraisal is based on asking the right questions.

Notes on what are good questions and which questions are not good.

  • Killer questions. (Questions that don’t add any value)
  • Problem solving questions, (Questions that do add value)

Listening skills

A good staff appraisal is also based on listening to the answers and taking good notes.

Listen for vagueness or ambiguity.

Note taking skills

Taking good notes whilst asking questions and listening is a skill you need to master.

Mind mapping.

Body language

The non-verbal aspects of communication are important.

  1. Body language
  2. Appearance
  3. Body postures
  4. Hand and arm gestures
  5. Eye contact
  6. Proximity
  7. Touch

Voice tonality

  1. Pace
  2. Pitch
  3. Intensity of emotion

Proper environment

The environment always makes a difference to the interview. You need to prepare a correct context.

  • Correct room
  • Correct seating
  • No interruption
  • Correct mind set

Role play scenario

Practice makes perfect

Final summary, action planning and close

The course was exceptionally useful, full of information that I just would not have associated with these aspects. Has made me really rethink how I need to improve myself and move myself forward, also a little daunting. Also allowing me to help others is a powerful tool. The trainer was very good, interactive, light and not intense, personable. Came across that he really wanted to help and empower the individual.

Customer Reviews

In-House Training Course Pricing and Proposal

This course is available from just £1,950 +VAT per day as a bespoke in-house group training course in the UK and worldwide.

It has been designed to provide a similar experience to our open courses, however we can tailor the content to fit your specific needs. In-House Group training costs from just £1,950 +VAT per day (international training price varies). Plus, hotel accommodation for trainer if necessary. (Premier Inn type: not the Hilton!)

This price includes:

  • Quality training delivered by an experienced trainer
  • Full days training
  • Full colour course handbook
  • Preparation work
  • Travel costs and time
  • Written action plan to take away
  • Access to our post course portal
  • Access to our on-line leadership and management decision matrix templates and tools
  • Plus three months FREE telephone coaching to answer any on-going questions

In-House Proposal Document

Download the in-house training proposal document

Contact Us Today

Please call us on +44 (0)20 3856 3037 to discuss your requirements for the in-house training course.

If you want to know more about any other Management Training Courses, or their suitability for you or a colleague, call us on +44 (0)20 3856 3037.

The Course Training Method

The training method follows this general pattern - the training is very interactive and interesting:

  1. The trainer gives a clear explanation of the point in question with specific examples.
  2. Then, the delegates practice by doing an exercise with each other.
  3. The delegates practice by doing an exercise with the trainer.
  4. All points are supported with full written notes to take away.
  5. Delegates are asked to write down an associated action, for each point made.
    (At the end of the day, we have about twenty such actions, from which the delegates choose six which are the most personally meaningful).

Note: we do not believe in placing people in any situation of embarrassment by demanding that they 'perform' in front of the whole group. So you can relax: come on this course and be at ease; ready to learn new skills!

After the course, how can you keep the training-momentum going?

We understand that it is important to keep the momentum of the training going, in the weeks after the course. The ideas and methods that you learnt during the course need to be implemented, not just for the two weeks after the course, but for all time!

In order to make that happen, we will give you continued, on-going support after the training course has finished.

  • PDF download of the training handbook
  • Newsletters containing training blogs and articles, which will provide you with ongoing training and good ideas, whenever you need them.
  • Fun questionnaires that are designed to tease out your strengths and weaknesses and then give you ideas as to how you might improve your performance.
  • Decision matrices that will allow you to make decisions and prioritise tasks into the correct order.
  • Summary diagrams and mind maps from the course.
  • Conflict scripts that give you examples of how the conflict method can be used, in real life situations.
  • Free eBook the effective leader manager.

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The course content was clear and very engaging. Made me think about how this training can improve and aid both my personal and work life. The trainer was very entertaining and the use of examples really aided the experience. Although a strong personality, he was not over-bearing and was very endearing and warm.

Customer Reviews

Staff Appraisal Training Course Summary

Staff appraisals are your opportunity to give and receive valuable feedback from your staff; to agree specific goals for the staff member’s future development; and to explore any potential progressive improvements in the organisation and in the individual staff member.

Staff appraisals are also a specialised form of meeting. In order to be effective; the appraisal meeting needs to be well designed, and well delivered.
Staff appraisals should follow a format that will guarantee its successful outcome. Staff appraisals should be a lot more than “a little chat”.

Staff appraisals are also a specialised form of communication, and therefore they need you to have a special set of communication skills.

Course Objectives

This course will help you to:

  • Provide your delegates with a success formula for their staff appraisal interviews
  • Help them to give and to get valuable feedback from the person being appraised
  • Identify specific areas of potential improvement for the individual and the organisation
  • Set clear and specific goals that will actualise the potential and make improvement a reality
  • Inspire the staff to make progressive improvements in their performance
  • Organise an environment that is conducive to excellent results
  • Keep accurate notes and written records and to follow up on the agreed actions