The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. In "Outcomes of Appraisal", you'll learn how to develop strengths-based performance plans for your team and commit people to them.

1. 1
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
APPRAISAL SKILLS
Outcomes of Appraisal

2. 2
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
The Course Topics series from Manage Train Learn is a large collection of topics that will help you as a learner
to quickly and easily master a range of skills in your everyday working life and life outside work. If you are a
trainer, they are perfect for adding to your classroom courses and online learning plans.
COURSE TOPICS FROM MTL
The written content in this Slide Topic belongs exclusively to Manage Train Learn and may only be reprinted
either by attribution to Manage Train Learn or with the express written permission of Manage Train Learn.
They are designed as a series of numbered
slides. As with all programmes on Slide
Topics, these slides are fully editable and
can be used in your own programmes,
royalty-free. Your only limitation is that
you may not re-publish or sell these slides
as your own.
Copyright Manage Train Learn 2020
onwards.
Attribution: All images are from sources
which do not require attribution and may
be used for commercial uses. Sources
include pixabay, unsplash, and freepik.
These images may also be those which are
in the public domain, out of copyright, for
fair use, or allowed under a Creative
Commons license.

3. 3
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
ARE YOU READY?
OK, LET’S START!

4. 4
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
INTRODUCTION
Carrying out appraisals is a bit like servicing cars. Some
vehicles need a lot of work done on them before they're
roadworthy again; others are like Formula One racing cars
and need high-energy inputs. Appraisers are like pit-stop
mechanics. In some cases, they need to make major repairs
and replacements. In others, they simply have to fuel up the
engine and let the car go. Either way, when the vehicles
leave them, they are refreshed, renewed and ready to re-
join the race.

5. 5
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
APPRAISER'S COMMENTS
When appraisals go well, you, as appraiser, may well find
yourself saying things like...
"I just didn't know how much ground he'd actually covered."
"She's got some great ideas about how we could go forward
next year."
"I think he could make it to the top in sales."
"She's completely changed from a year ago."
"I hadn't realised how many excellent contacts he's made."
"We really could get on!"
"That guy's a natural at marketing and I didn't know!"
"I'm looking forward to the next meeting with her!"
At its best, the appraisal process helps appraisers re-
discover the talent that exists in their teams.

6. 6
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
APPRAISEE'S COMMENTS
When an appraisal has been successful, you may hear the
following unexpected comments from appraisees...
"He's not such a bad boss after all."
"I can see where I'm going now."
"She's really opened my eyes up to what I'm capable of."
"I can't wait to start on some of the areas I've been wanting
to work on for ages."
"I didn't even know he'd noticed the work I'd done."
"Wow! She actually likes what I'm doing."
"I think we could really get on."
"Why can't she always be like that?"
"I never realised he had pressures too!"
"I didn't really believe she would listen to my ideas but she
did."
"I'm looking forward to the next meeting with her!"

7. 7
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
MAKING APPRAISAL PLANS
The last step in appraisal is to agree future plans. These can
be short-term plans or long-term plans; plans for appraisees
and plans for appraiser; plans for work and plans for career;
even plans about plans.
Good development planning follows these nine guidelines...
1. Balance maintenance, innovative and people needs
2. Match the organisation's needs with your appraisee's
needs
3. Balance direction and targets
4. Give feedback on progress
5. Look for imaginative development solutions as well as
obvious ones
6. Involve appraisees in goal-setting
7. State end-results in plain English
8. Let others know
9. Gain commitment to change.

8. 8
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
BALANCING NEEDS
Appraisal plans should seek to balance maintenance needs,
innovative needs and developmental needs.
1. Maintenance plans are those plans which focus on how
the organisation runs, its systems and procedures. They
involve developing the way the organisation works.
Their aim is efficiency.
2. Innovative plans are those plans which aim to improve
the service to our paying customers. They may include
better design plans, cost reductions and quality
improvements. Their aim is customer delight.
3. People plans are about the added value that comes
from developing everyone in the team. Their aim is to
maximise the team's potential.
When we make these kind of plans, we help the
organisation, the customer and ourselves.

9. 9
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
MATCHING NEEDS
The appraising manager is like a matchmaker. Their
knowledge of the needs of their staff and the needs of the
organisation enable them to seek perfect fits between the
two.
1. At appraisal, John asked for more consultancy
experience and his manager seconded him to
understaffed Sales for six months.
2. At appraisal, Emma asked to do more research work and
her manager asked her to take charge of the archive
project that had become stalled.
3. At appraisal, Robin asked to do some programming
work and his manager arranged for him to work on
overhauling their computerised invoice system.

10. 10
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
DIRECTION AND TARGETS
Appraisal plans should encompass the high-motivation
dreams that give us direction and the practical, realistic,
what-can-work, what-we-can-afford targets.
1. Dreams come from our imaginative right brains and are
fuelled by desire, passion and wonder. Dreams
invariably relate to the things we are naturally good at,
our strengths. They remain dreams if we lack the
support of others and the self-belief to take action.
2. Targeted plans on the other hand, are worked out in
our logical left brains and are realised by step-by-step
progress, method and measurement. They are the nuts-
and-bolts that lead us to our ultimate goals and dreams.
"Dreams remain goals until they are shared by someone
who cares about you."

11. 11
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
TARGETS
The use of targets to measure performance has been a
recent feature of many public and government bodies in the
UK.
According to research, over 8500 targets were set in a two-
year period covering all areas of government such as
education, the police and Civil Service. In education, targets
related to class sizes, exam results, and truancy levels.
Other public sector targets included the following:
• the British Library should aim for 5,043,540 items to be
read in the public reading room
• the National Maritime Museum should cut its use of
photocopier paper by 300 reams
• the Royal Observatory should increase the number of
astronomy queries by 10% from 10,000 to 11,000
• Kew Gardens should receive 30,000 dried specimens
• the rating given to the standard of the Royal Parks
should be raised to 8.3 out of 10.

12. 12
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
FEEDBACK ON PROGRESS
The end of an appraisal session does not mean that no
further contact is necessary until the next appraisal. If plans
have been agreed, the next step should be to support and
guide appraisees through their plans, give ongoing feedback
and set new goals.
Research by Walsh, Hill and Ashford into the work of 89
pharmaceutical representatives in 1985 found that when
their managers set clear targets and gave feedback in the
form of regular performance reports, the following
happened...
1. there was higher job satisfaction
2. there was less anxiety
3. there was more commitment to the organisation
4. the number of sales per contact went up.

13. 13
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
IMAGINATIVE SOLUTIONS
When you make development plans for your staff, it is worth
considering imaginative solutions as well as the more
obvious ones.
Obvious solutions...
• training courses
• job enrichment, job enlargement, job rotation
• projects
• delegation
• secondments.
Less obvious solutions...
• coaching others; an outward bound course
• some insightful reading
• expanding an outside interest; taking on a public office;
doing voluntary work
• meeting someone who has been where we are now;
mentoring
• visits to customers.

14. 14
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
INVOLVING APPRAISEES
The skill in making plans at appraisal is to capitalise on what
people want to do by involving them in setting their own
targets. That way you lock in to their motivation and energy.
When appraisees are involved in setting goals...
1. it gives them pride of ownership
2. there is far more chance of things happening than if you
tell them what they must do
3. you'll find they become far more resourceful than you
think
4. you're free to manage
5. it shows you trust them.
"People tend to resist that which is thrust upon them. They
tend to support that which they help to create." (Vince
Pfaff)

15. 15
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
ANNOUNCING OUTCOMES
Some appraisal schemes encourage a kind of jargon we
could call "appraisal-speak": it consists of an excessive use
of words such as "efficient", "effective", "maximise",
"minimise", "strategy", and "economise".
Understanding and communication are a lot easier if plans
are expressed in plain English.
Not: Your target next year is to minimise waste and
maximise efficiency.
But: Your target next year is to reduce waste levels by 10%
on current year levels and increase throughput of non-reject
product by 3%.
It is also valuable to let others in the team know what each
person's plans are. In this way the team can help each other.

16. 16
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
COMMITMENT TO CHANGE
Gaining commitment to change is easy in the enthusiasm of
an appraisal interview; it's less easy to deal with the blocks
to change when people are back on their own.
There are five common resistors to change and these should
be recognised in advance...
1. Physical blocks: "We've nowhere to put a computer."
2. Perceptual blocks: "I don't see why we need one."
3. Emotional blocks: "I'm worried a change to computers
could lead to job losses."
4. Cultural blocks: "We've managed without one until now."
5. Skills blocks: "I don't know how to use one."
Often the resistors to change reveal a more deep-seated
fear of change.

17. 17
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
SHARING OUR DREAMS
Appraisal gives us the chance to share our deepest
ambitions with someone who wants us to achieve
something great with our lives.
Appraisees who trust their appraisers can share with them
their dreams and yearnings. In turn, the appraiser can show
how those dreams can come true within the organisational
context. This turns the appraisal process from an
organisational chore into a life-changing event. When
someone shows us how we can reach out for our dreams,
they let us know that it's OK to go for them, that we no
longer just have to dream, and that success is not only
possible and achievable, but a God-given right of everyone.
"The key to happiness is to have dreams; the key to success
is to make those dreams come true."

18. 18
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
THAT’S
IT!
WELL DONE!

19. 19
|
Outcomes of Appraisal
Appraisal Skills
MTL Course Topics
THANK YOU
This has been a Slide Topic from Manage Train Learn