Call 020 7794 5757 - Email info@numerallp.com

Getting the most out of staff appraisals

Make sure appraisals are effective and useful.

At Numera we can advise business owners in the London area on many of the issues you face. Here are some tips for more effective staff appraisals...

Staff appraisals provide a valuable opportunity for you and your employees to work together to achieve future growth - for the employees' personal careers and for the business as a whole.

They give managers a chance to understand - and if necessary reassess - the role of individual members of staff within the company, and they also allow both parties to air any grievances before they become serious issues.

However, without proper attention these meetings can be treated as a matter of routine, and are not managed in such a way as to realise their maximum benefits. To help get the most out of the appraisal process, try the following procedures:

1. A formal structure
Prepare a standard form on which you can set out an overview of each employee's role. This should include a statement of their main responsibilities and achievements, as well as constructive suggestions for future development. You can use the form as the basis of the appraisal meeting.
2. Put staff at ease
While the interview should have a formal setting, make it clear that the objective is not simply to judge past performance. Highlight the employee's positive attributes, and make it clear that you are keen to help them to develop their skills further.
3. Invite feedback
Giving staff the chance to air their views and ideas may help to uncover any issues which may not be addressed in general staff meetings, and can enable you to identify potential problems in the early stages.
4. Offer training opportunities
Your staff are one of your company's most valuable assets, and by investing in them you will also be investing in your company. Offering training, a salary review, or other benefits will also make staff feel valued, thereby increasing loyalty and improving performance.
5. Draw up an agreement
Once you have agreed on the way forward, you should set it in writing. Keep a record on file and give a copy to the employee. Make sure the comments are accurate and fair, in case of any future disputes.
6. Follow up the points raised
Having agreed on an appropriate plan of action, you should schedule a series of follow-up meetings, perhaps six-monthly or annually, in which you can assess whether the targets set in previous appraisals have been reached.

If you are in the London area and are looking for support and advice from a team of professional accountants and business advisers, contact Numera.

Newsletter sign-up

Why not register to receive our Monthly Newswire?

Once a month we'll send you an email packed full of essential business news and handy tax tips to help save you money.

Sign-up today

Try a site search Tax return, dividends, pension, autumn statement...

Company details

020 7794 5757

Numera, 4th Floor Charles House, 108-110 Finchley Road, London NW3 5JJ

Numera is a trading name of Numera Partners LLP | Company Registration No. OC365787 | Place of Registration: England & Wales | Registered to carry on audit work in the UK by the Institute of Chartered Accountants in England and Wales.

About us

Numera is a newly established forward-thinking firm of chartered accountants, with over 25 years in experience of audit, accountancy, taxation and business advisory services.

We work with clients in a large variety of industries and sectors; from sole traders to multi-million pound turnover organisations. We aim to create and maintain a close relationship with our clients. By being so involved, we are able to identify opportunities for our clients as well as possible risks that our clients may be faced with.

© 2022 Numera. All rights reserved. We use cookies on this website, you can find more information about cookies here.