Leadership

How to Follow-up After a Performance Appraisal: Tips for Managers and Team Leads

Although Impraise facilitates and smoothens the process of sharing feedback, it still is essentially a form of human interaction. Impraise is not trying to replace that. As a result, we consider a 1-on-1 in-person conversation after any review an essential part of the process.

 

During a 1-on-1 conversation people can digest shared feedback, reflect on it and connect it to their goals, allowing them to design an effective strategy for (behavioural) change. Additionally, a follow-up conversation provides reviews with the needed credibility.

 

We consider a follow-up conversation the ideal situation to touch base with each other and go over professional and personal topics; all important aspects of managerial conversations. In a high-performance environment, it is essential to understand each other and build a mutual trustful relationship.

 

Finally, a structured engaging 1-on-1 conversation ensures that shared feedback is embedded into your team's mindset and enables each person to develop continuously.

 

Impraise would like to help you have even more engaging and effective 1-on-1 conversations with your reports. Here are some quick tips from our team:

 

Manager, Team Lead

 

1. Preparation

  • Set aside uninterrupted time and schedule the 1-on-1 beforehand

  • Find a private, neutral place to have a conversation

  • Prepare by reviewing the report and feedback that the direct report received

  • Go beyond the numbers, ratings and labels before you come to a conclusion

 

2. Conversation

  • Mind your tone: be observant rather than emotional

  • Be clear, specific, honest, fair and supportive in your wording

  • Ask as many open-ended questions as needed rather than yes/no questions

  • Try to understand, listen actively and dare to be silent

  • Acknowledge emotions and address them respectfully

  • Address short and long term personal growth as well as business goals

  • Allow the direct report to take the driver’s seat of his own career

 

3. Finalise

  • Recap the outcome of the conversation and put back into Impraise’s summary section

  • Connect the outcome to their personal and the business goals

  • Communicate mutual future actions and accountability

  • Feel like you’ve missed something? Schedule another 1-on-1

  • Have regular short follow-ups with your direct reports

 

See more about how employees can prepare for great 1-on-1s with their managers.

 

For more information see the following blog posts:

How to manage employee performance with frequent check-ins

How do I coach a low performer?

What the best managers are asking their employees during 1-on-1s

1-on-1s for engaged employees: How good managers run them

 

 

Photo by Luke Chesser