Conducting Performance Appraisals for Managers
Achievement is the sum of ability and motivation. What is the winning formula for getting the 'good oil' from performance appraisals? This page gives some useful tips on how to prepare for your annual performance appraisal.
Oh dear, it is that time of the year again. It's the end of the first quarter or halfway through the year and you have no choice but to hold appraisals with your staff.
You want to give feedback, but you don't want to criticise, insult or offend so you carefully prepare appraisal forms for yourself and the staff member. You go through the required papers, gleaning appropriate and relevant questions. Sifting, sorting, deciding. This or that? What do I keep, what do I discard? What do I say, or more important what don't I say?:
- He or she has glowed in one area or maybe "bombed out" in another?
- The two day training course was great but did it reach the mark?
- He or she is a magnetic staff member, popular and able to organise social events, but what about their priorities, not to mention clients' needs?
- Fantastic in communicating, looks great, very qualified, then again what about the problem of being late for work?
- Oh dear where do I start?
Are these the sort of problems going through your mind? Where to from here?
Refining process
There is a simple way to express all your thoughts - the CRC formula. This isn't lubricating oil but another form of oil, the 'good oil'. Organise your approach and think CRC:
- C for congratulations, compliments and commendations
- R for reminding, rethinking, rejuvenating and recommendations
- C for compliments, capability and commendations
The Commend, Recommend and Commend (CRC) formula gives an opportunity to focus on and include all your thoughts, giving praise and critique. Your staff member will thank you for it. Think CRC.
Calming the nerves
Remember employees are suffering a few nerves at the prospect of the upcoming meeting and could be facing the event with trepidation. They are not looking forward to this meeting realising they are not perfect. Then again neither are you, being answerable to a higher force. We are all answerable to someone.
Accentuate the positive
Begin the meeting by starting with the first C - commend. Put employees on a high:
- Compliment them on what they have done well and what pleased you;
- Congratulate them on successful jobs or projects;
- Make them feel relaxed as you peel off the wonderful things achieved, accentuating on the positive all the way.
You will notice a smile creep across their face and their shoulders relax.
Great, now you are friends. This is the first part of the formula - to commend. Be careful not to dish out all the positives at the beginning. Save a few to round off your meeting. Thus the final C, ending on a positive note, the final touch so you will depart friends with self esteem and self worth intact.
Constructively criticise
Tucked between the two Cs, like a filling in a sandwich, are your recommendations - the R part of the formula. Here you can express concern on where things went awry and didn't meet expectations:
- Discuss ways to correct and improve the situation;
- Be careful to use sensitivity and wisdom;
- Remember, it is feedback, so use constructive rather than destructive criticism.
Recipe for success
There you have it. The CRC formula - Commend, Recommend, Commend. This approach is appropriate in all facets of life - family, friends and co-workers. It is a win-win formula:
- Out goes the shouting, stomping, terse words, agro and any tears induced by displeasure and disappointment;
- In comes in a simple formula to get and keep everyone onside with each other.
Instead of a fear filled atmosphere, your appraisals will be a relaxed and encouraging learning environment. The value of this is indisputable.
Feedback is important for everyone. Without mistakes we cannot get ahead, in fact we need them so we can grow. But praise, often rare in the workplace, can make someone glow and feel deservedly important. Look at what someone can become, not what you think they should be.
by Trish Gray DTM
