BROADCASTS.com

Three Great Tips for PDRs and Appraisals A lot had been written in the HR press about how we should scrape PDRs and appraisals and most of our managers would cheer and their team members wouldn’t be far behind them. The concept is that they should be replaced by ongoing coaching. If only that would become a reality, we all know that will never happen. (This isn’t to say that some managers aren’t excellent at ongoing coaching) Plus organisations have spent millions putting their PDR and appraisal systems online so they are all automated and can generate loads of great management information. 

One problem! The conversations in these reviews are still very poor so they generate very poor outcomes and data 

Have some great conversations and don’t just do them once a year You wouldn’t coach a tennis player to the same frequency. 

So this covers three great tips:
Ask great questions
Make the review your team members responsibility
Make PDRS and Appraisals on going  

Ask great questions
a) What have you learnt about yourself recently?
b) How have you got more involved and developed your comfort zone
c) How will you continue to add value to the team and the business?
d) What do you think of me as your Manager (how can you possibly manage someone and not know)?
There are naturally infinite more questions, be creative remember, if a question isn’t on the form it doesn’t mean you can ask it.  
The art of management is asking brilliant questions and doing something equally brilliant with the answers.  Make the review your team members responsibility 

Remember it is your team members review. Ensure that they are well briefed with the process and the expectations of their involvement. They are expected to plan You may want to give them additional questions to prepare for and present on.  Challenge them to think, create, present ideas for their contribution for the future. Build responsibility and self-awareness of their abilities and how they will contribute to the future of the team and the business. NO SPOON FEEDING  

Make PDRS and Appraisals on going Why do we do this process only once a year sometimes twice a year? You wouldn’t coach a tennis player to the same frequency. Giving feedback once a year, great stuff, that’s not managing that’s abdication If you want to have a great relationship with any one in life you need to communicate, share, discuss and plan. Take a effective coaching style to your management by asking questions all the time to build awareness and responsibility  If you would like more ideas on making Coaching conversations, One to Ones PDRS, Appraisals a success and a worthwhile event please do get in touch Otherwise if you are just doing them once a year, give up and go and do something else instead  

FUTURE PROOF YOURSELF
BOOK: https://link.davidyeabsley.co.uk/FutureProofYourself
BOOK 2: https://link.davidyeabsley.co.uk/DontJustRelyOnYourCV
WEBSITE: https://davidyeabsley.co.uk/
PODCAST SUPPORT: https://anchor.fm/future-proof-yourself/support