Staff appraisals (sometimes called performance reviews) are an important aspect of running an efficient and effective workplace. For individual employees, they play an important role in career development.
The first appraisal can be daunting for newer employees and young staff. Here’s how to prepare them for appraisals and support them through the process.
What is an appraisal and how is it different from a 1-2-1?
An appraisal is a structured meeting between an employee and their manager that typically take place once or twice per year. Appraisals give your employees an accurate picture of their performance so far, help them to set goals for the future, identify areas for improvement, and celebrate their achievements and successes.
A 1-2-1 is a less formal and more frequent meeting between an employee and manager to discuss ongoing projects, identify small problems before they get bigger, and provide a space for a general check-in. 1-to-1s are typically held anywhere from weekly to monthly.
Both are important, but they serve different purposes.
Preparing young staff for appraisals
Here are 5 top tips to help you prepare your young staff for their appraisals and support them through the process.
Talk about appraisals early
Normalise and demystify appraisals by talking about them early on. The more notice an employee has of an upcoming appraisal, the more time they have to prepare.
Provide new starters with information on how your appraisal process works, and make space for them to ask questions and get clarification on any aspect of the process. It could even be helpful to run a training session or briefing on the appraisal process for all new staff, providing them with the information they need to feel confident and prepared.
Create a positive culture around appraisals
Many employees find appraisals scary, but they don’t need to be. A lack of understanding can create anxiety and young employees may assume that an appraisal will be focused solely on finding fault with their work.
Instead, aim to foster a culture that views appraisals as positive, collaborative, and growth-oriented experiences. They should be all about learning and development, not judgment or blame. Appraisals should also be a two-way conversation that aims to ensure that employees are happy, productive, and thriving at work and able to develop their careers in the way they choose.
Create an appraisal document or questionnaire ahead of time
Your appraisal process will be more useful and productive if both employees and managers have a chance to reflect ahead of time. Therefore, create a two-part questionnaire – one for employees and one for managers – and ask everyone to complete them well in advance of appraisal season. For employees, you can include questions such as:
- How are you feeling about your job generally?
- What has been your biggest achievement this year?
- Are any aspects of your work particularly challenging to you?
- Are there any new skills you would like to learn or new challenges you would like to take on?
- What support, if any, do you need from your manager or the company?
The employee’s and manager’s answers can then form a starting point for the appraisal discussion.
Establish clear performance standards and metrics
One of the most anxiety-inducing aspects of work, particularly for young employees, is not knowing what is expected of you. It is impossible to assess your own performance if you do not understand the metrics on which you will be evaluated.
Therefore, establish clear performance standards, set expectations, and define metrics for success long before appraisal season and ensure that all your employees understand them. Performance criteria should be transparent, easy to understand, well-documented, and consistent.
Reviewing these metrics and expectations can also form a part of the appraisal process. Make sure that the established criteria are still realistic and relevant to the employee’s role. If not, adjust them accordingly.
Encourage self-reflection and goal-setting
Setting and achieving personal goals, and self-reflecting on your performance and progress, are vital career development skills. You can make your appraisal process more effective and less daunting by establishing a workplace culture where everyone engages in these practices throughout the year, not just when appraisal time comes.
Mentorship programmes, regular training opportunities, and goals-focused 1-2-1s are all great ways to build a culture of self-reflection, self-motivation, and goal setting.
Speak to your young employees regularly about their short, medium, and long-term professional goals and what they are doing to achieve them. Celebrate small wins as well as big ones, and lead by example by talking about your own goals and self-reflective journey.
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