Performance reporting and appraisal - part 2

In this lesson

1. 0:00 Six steps to preparing performance appraisals
2. 0:58 Step two: Preparing the appraisal report
3. 1:28 Step three: The appraisal interview
4. 1:47 Steps four through six: Review, action plan, follow-up
5. 3:07 Modern approaches to performance appraisal
6. 4:02 Upward appraisal and 360 degree feedback
7. 5:57 180 degree feedback and common limitations
8. 7:26 Common pitfalls and bias in appraisals
9. 8:44 Avoiding box-ticking and maintaining practical value
10. 10:20 Review: Key steps and organisational benefits

About this lesson

You'll also explore four modern appraisal approaches—self-appraisal, upward appraisal, 360-degree feedback, and 180-degree feedback—that move beyond traditional top-down assessment, and understand when and how to use them. The six-step appraisal process forms the backbone of fair and objective performance management. Step one involves identifying assessment criteria based on the job analysis, performance standards, and the employee's history, whilst ensuring alignment with organisational goals. Steps two through four cover preparing the appraisal report, conducting the appraisal interview, and having the assessor's superior review the report to prevent bias. Steps five and six focus on the future: preparing an action plan to deliver agreed improvements and following up to track progress. Modern organisations increasingly supplement traditional manager-led appraisals with alternative approaches. Self-appraisal encourages employees to honestly assess themselves against set criteria before discussing with their manager. Upward appraisal gathers subordinate feedback on managerial style, offering managers new perspective on their leadership. 360-degree feedback creates a comprehensive picture by collecting views from superiors, subordinates, colleagues, and customers—though it's time-intensive. 180-degree feedback focuses on peer assessment, though it risks bias towards colleagues. These approaches are typically used alongside rather than replacing traditional methods. Be aware of common pitfalls that undermine appraisal effectiveness. Prejudice and bias can affect both assessors and those being appraised. Appraisals can become viewed as box-ticking exercises if they're too rigid and formulaic, creating resentment rather than driving improvement. To counter this, periodically review your appraisal processes themselves to ensure they're delivering genuine organisational value—such as creating a fair basis for reward decisions and aligning individual targets with strategic objectives.

Duration: 13m