01 Mar 2023
Annual appraisals (also known as performance reviews) are part of the employer’s performance review strategy. The purpose of an annual appraisal is to inform decisions around pay and promotions, to encourage professional development and to help with target setting.
During the year most employers will assess your performance. The way they normally do this depends on the nature of your job. The employer may be able to assess performance based on standardised metrics, for example, based on the quantity and accuracy of tasks completed. Or the employer may draw on client feedback and more qualitative comments. Before attending your annual appraisal, it is helpful to understand how you are being assessed. Your employer should ideally make you aware of how they monitor employee performance throughout the year.
Prior to the appraisal you will most likely be given a self-appraisal form. This is an opportunity to prepare what you wish to discuss in the appraisal. Many employers now approach appraisals using a strength-based approach. This is recommended by the Chartered Institute of Personnel and Development (CIPD) and means that discussions about performance are focused on the employee’s strengths which then helps to inform how employees can improve. Therefore, one question on your form could be about your key achievements since your last appraisal. This is an opportunity to highlight the aspects of your work that you are most proud of.
A further question could be related to job satisfaction and enquire into the areas of work that you most enjoy. This is useful for the employer to know as job satisfaction leads to greater productivity and performance. However, from your point of view this is a good opportunity to provide an insight into the areas of your role you most enjoy which will allow your employer to make informed decisions when they are providing you with tasks.
You will be asked about the difficulties you have experienced. You will also be expected to explain why you found certain areas difficult and how you tried to overcome them. This is an opportunity to ask for support in your role. Here you can discuss any training you may require or any ways in which you require further support.
The appraisal will usually be conducted by your line manager as they work most closely with you. Prior to the meeting they should review your self-appraisal form. Usually, the meeting will involve going through questions stated on a further form to be completed by the appraiser, which you will often be sent in advance. You may be asked about your progress in relation to any previous targets or objectives that you were given. Therefore, review these before the appraisal and go to the meeting prepared. The appraisal is also an opportunity to develop further objectives. These should be discussed and agreed upon together.
Other areas of discussion in an appraisal could be in relation to training, career development and general wellbeing at work. You may also be asked if you think there are areas that your employer can improve on.
Note that if the appraisal isn’t structured in the way described above and if you are not given a form to complete beforehand it is a good idea to suggest that your employer conducts appraisals in that way in the future. Templates of appraisal forms for employers to use can be found on the ACAS website: Appraisal templates | Acas
Following the appraisal, you should be provided with a copy of the completed form to sign. It is also helpful to make your own notes in case you need to dispute something that has been written by the appraiser.