Employee appraisal process for managers

Agree and schedule a place and time to meet which is somewhere you both feel comfortable and will be free from interruptions. Whilst face to face is preferable for these conversations, effective conversations can be held on Teams and supports effective use of time.

Prepare for the conversation, making a note of anything you want to talk about, using the sections on the Appraisal Conversation Template as a guide.

We recommend using the appraisal conversation template to guide and record your regular conversations and use these to refer back to in preparation for the annual summary review.

During the discussion

Employees and line managers should work collaboratively to ensure that 121 and annual appraisal conversations take place and are both productive and supportive. The conversation should be two-way, providing a balance of feedback, active listening and an opportunity for employees to talk. Make notes of key points for reference in future conversations.

The more we have these conversations, the more they will flow - the conversation template does not have to be followed in prescriptive order - the more you know and understand your team members, you will know what motivates and encourages them.

Ending the discussion

Share your notes of the conversation with your employee on the conversation template.

Wherever possible, take time to schedule the next conversation so it is in the diary and employees feel appreciated and valued.