Introduction
Performance appraisals are almost always a one or two-times a year process rather than something that is a daily part of a manager's job. They usually become 'tick the box' exercises that cause a great deal of anxiety on both 'sides' and once they're competed they aren't looked at again till the next time!

An effective appraisal needs to be fair, objective, two-way, realistic, clear, on-going and specific.

Typical Objectives:

	Developing a simple and effective structure for the interview
	Building rapport and relaxing the appraisee
	Avoiding appraisal pitfalls
	Exploring how to praise and criticise constructively
	Pre-empting and handling difficult situations
	Ensuring great performance is maintained after the appraisal

Sample Programme
Each organisation has its own specific way of planning, organising, conducting and evaluating the performance appraisal process. We will research and develop a programme that will be the most effective for you.

Our style is practical and we encourage delegates to practice the skills needed for successful appraisals. We use a number of training methods including role-play of typical appraisal scenarios., video, audio, workshops and group exercises to enhance the learning process.

Outline

	Welcome and introductions
	Understanding the appraisal process
	Planning the appraisal and the pre appraisal meeting
	The interview structure - interviewing and questioning skills
	Reviewing past performance - how to praise performance and constructively criticise
	Discussing poor performance fairly
	Dealing with difficult employees
	Setting clear and realistic objectives
	Planning the essential follow up

Activities to consider:

	Discipline & Grievance
	Influencing Skills
	Managing Remote Teams
	Performance Coaching

Satisfaction
Rating
2007

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Return on Investment