Take a positive step in appraisals

11:33am Friday 28th March 2008

LOVE them or loath them, appraisals are something many of us have to face up to at some point during our working lives.

Introduced in the 1990s, they were one of the first formal opportunities for employees to say what they really thought of their jobs, while getting much-needed feedback in return.

Today, thousands of organisations use appraisals as a way of motivating as well as developing deserving members of staff.

But appraisals often cause apprehension among employees, and this need not be the case.

There are many styles and types of appraisals, but they all have one thing in common - they should be regarded as a positive experience to help the employee develop as a person and to grow within the organisation they work for.

So, if you are going to get the best out of your appraisal - and it is mainly for your benefit - it is best to prepare.

Of course, attitudes to appraisals vary and some companies end up with a system which bears an uncomfortable resemblance to a school report, while others are less formal.

JUDGEMENT They should not be used by the employer to nitpick - the time to pull somebody up for poor timekeeping is when they are late, not during an appraisal. They should be about development, not judgement.

Appraisal meetings are like job interviews and, therefore, not to be feared - as long as the preparation work has been done.

Take time to consider what the main objectives are in your working life, and be prepared to back up your case with examples.

If the main objective for the appraisal is to get a pay rise, you must be able to give reasons why you think one is deserved.

Once again, like in a job interview you must be prepared to sell yourself and highlight your achievements. This is an opportunity to talk to your boss in private, so do not forget to give examples of your strengths.

Above all, tell the truth. A boss will already know your weaknesses, so it is no good trying to pretend you do not have any. Instead mention weaknesses in a positive light by saying what you are doing to address them.

Managers, too, also need to be aware appraisals are important and should not be regarded as a waste of time. Surveys have shown many staff start looking for new jobs after receiving appraisals which were either badly thought out or not taken seriously by their managers.

For instance, managers should not continually postpone or put off their staff's appraisals and should be as objective as possible.

Remember, appraisals are as much about what the employee has to say, and what the boss wants to get across.

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