This topic contains a range of tools to help you run a session on assessing performance.
Use this tool to help participants consider the characteristics of their organisation and the way those characteristics need to be reflected in the design of their appraisal process. It will be particularly appropriate for an HR 'away day' or similar event.
This tool can be used to stimulate discussion on measuring performance and the possible outcomes of handling performance problems well within a department or team.
You can use this tool to help participants to understand assertiveness, to distinguish it from aggressive and submissive behaviour and to determine how to apply it in their performance-management discussions.
Use this tool to explore the rights of the appraiser and appraise, determine how both parties would behave if they stood up for their own rights and respected those of the other person and compare that behaviour with their own behaviour to determine what changes they could usefully make.
This tool provides an excellent opportunity to focus on: the need for consistency of standards between appraisers; how small differences in performance can result in different appraisal ratings and the terminology with which to justify an appraisal rating so that the appraisee feels it is fair and objective.
A tool that cen be used to help managers think about their capability and motivation to handle performance in their teams and get managers to rate their own receptiveness to feedback.
Use this tool to help participants to improve as an appraiser through the use of self-analysis in order to identify priority areas.
Use this tool to help participants to forecast what these problems might be and to plan how to resolve them in the interests of both themselves and the staff member.