So what do you need in order to carry out a good appraisal?

Let’s start with the job description or role profile. If your employee has no clear idea of what they are supposed to be achieving, the appraisal process can easily turn into a conversation along these lines:

If there is no written job description it is impossible to argue this successfully.

It doesn’t matter whether the job description is a list of tasks to do, a description of a set of competencies, a role profile with several different elements, a list of outcomes expected of the role or any combination of these. As long as something clearly describes the expectations of the jobholder, everyone will know where they are. Once both of you know what should be happening you can start to discuss what actually is.

You also need:

• an open mind
• a set of goals, i.e. what you want to achieve from the appraisal (and this should be on both sides)
• a quiet place with no interruptions
• some supporting facts and evidence for the issues you want to discuss.