How effective is your appraisal process?

David Davies, Lead Talent’s Head of Leadership, Development and Mentoring, has over 20 years experience in the planning and implementation of leadership training programmes and has first hand knowledge of how to get the very best from the appraisal process for long term talent development.

Making the most of the Appraisal Process

Coaching and training are typical vehicles that we can use to support people in developing their weaknesses and maintaining their strengths. However, what happens when what’s being provided isn’t aligned to someone’s actual blind spots and challenges?

This often happens when businesses take a generic perspective towards training and development, rather than having a clear people development structure and process. It’s important that we invest the right amount of time to discover what the training and coaching needs are across the business.

This phase of discovery can be achieved through a number of pre-emptive activities which will give us key insight into people’s areas of development, strengths, blind spots and growth potential.

This information can be found in the following ways:

1. By conducting consistent 121 reviews.
2. Structured appraisals.
3. Psychometric assessments.
4. PDP discussions.

Once we have this valuable information, we can then set out on the journey of delivering training and coaching that meets these needs specifically and supports the person and the business in achieving their objectives.

The reality for a lot of businesses is that they already have an appraisal process, a training plan or a PDP form, but how often are they used properly? (i.e.) when was the last time someone actually referenced their appraisal and the actions contained in it, apart from when they were preparing for the next one and were trying to remind themselves of what they said would happen 12 months back!

These tools are only as good as the information in them, the action the people take after them and the consistency of review during the 12 months period!

If you want to provide impactful coaching and training opportunities that actually add value and support your people, then you MUST review your appraisal process and ensure it’s used properly, assess the training and coaching needs information, and engage your staff in meaningful conversations about their Personal Development Plans.

Once you have done these things, the chances of any coaching and training having impact increase significantly. This then has a positive impact on performance, retention and recruitment.

We’ve created some resources to support the Mid-Year Appraisal Process available on the links below.

• Developing your greatest assets – The Importance of PDP’s in your business: https://lead-talent.co.uk/2023/06/13/develop-your-greatest-assets/

• https://lead-talent.co.uk/2023/06/20/unlock-your-potential/ – The importance of Self Awareness in PDP’s.

• Maximise your training budget – The importance of PDP’s and Training Plans for individual and organisational growth.

To find out more about Talent Development, Training and Talent Dynamics Psychometric Assessment Tools get in touch with David Davies, Head of Leadership, Development and Mentoring on 07734 389 434.