We are almost halfway into the 2020-21 appraisal cycle and approaching the time for supervisors and staff to hold mid-cycle meetings. Because appraisals were deferred to the fall, we are encouraging managers to maximize the appraisal process to review and discuss performance progress to-date and blend 2019-2020 appraisal discussions with this year’s mid-cycle performance engagement.
To maximize your appraisal meeting, consider:
- Reviewing employee’s job description, if you’ve not already done so;
- Reinforcing and establishing expectations;
- Identifying training and/or development needs;
- Reviewing and establishing goals for 2020-2021 performance cycle;
- Recognizing good performance, and/or communicate areas in need of development;
Acknowledge the vastly different and varying circumstances your team members are operating under. Thus, approach appraisals with more flexibility, leniency, empathy, and compassion. Some may be juggling work while entertaining toddlers, helping their tweens with algebra, caring for their elderly parents, or struggling with isolation. Don’t keep the sole focus on deliverables, while ignoring their personal circumstances. Demonstrate compassion. Consider identifying short term goals and deliverables as it will provide greater flexibility and the ability to pivot on to changing priorities as needed.
