Your business grows when you help your people grow

Improve your team’s skills knowledge and capabilities and they’ll help you build a better business

Make performance reviews work fruitfully for you and your team

Motivate your team by taking appraisals seriously

Start looking at appraisals as something you want to do rather than have to do

Energise your team by raising the profile and importance of performance appraisals

The preparation for a performance appraisal is as important as the appraisal itself

Prepare for a performance appraisal and make the time effective

Avoid distractions in a performance appraisal and make the time count

Effective performance appraisals when conducted correctly can be valuable to both the employer and employee

Constructive performance appraisals grow your people, your business and your profits

A performance appraisal is an opportunity for both you and your team

Distrust and disenchantment comes from not taking performance appraisals seriously.

Keep the appraisal process simple, simple is best

Conducting complex appraisals will leave your team demotivated and your business lagging behind the competition

Your appraisal process needs 2-way communication to truly succeed

Improve your business efficiency by allowing your team members to set their own goals… the results might surprise you!

Your business performance depends on your team; they deserve your time and attention at appraisal time

Invest time in your team and you are investing time in the overall success of your business

Your business performance will improve with better conducted performance appraisals

When you take appraisals seriously so will your team

Use the performance appraisal process to identify individual and business improvements

The performance appraisal process, if done right, will be at the heart of the culture of your business.

Get wholeheartedly involved in the appraisal process and lead from the front

Create a worthwhile appraisal system by being wholeheartedly involved

Work alongside every member of your team to make regular performance appraisals part of the culture of the business

Follow the Timpsons model of performance appraisals, make it a key element in the success of your business

Does your performance appraisal process reflect the culture of your business?

Make the performance appraisal a valuable conversation with your people

Don’t de-value your team by de-valuing the performance appraisal process

Your appraisal form does not have to be a 10-page document – simple is better

Make the whole performance appraisal process a whole-hearted process and watch your team flourish

Update 1

It pays to take your appraisal or performance review process seriously. Probably more seriously that you do now.

Your business’s approach to appraisals can unlock greater success in your business because it can unlock greater performance from your people.

However, most appraisals do not result in higher levels of energy and motivation... remember a motivated team of people, an improving team of people, a more energised team of people can transform the results of your business. Read more here.

​Update 2

Repeatedly improve your team’s skills, knowledge and capabilities and they’ll help you build a better business.

As a business, you must:

STOP: treating annual or bi-annual appraisals as a necessary evil you would prefer not to do

START: seeing appraisals as a critical moment of opportunity for each of your team members and for your business.

Click here to discover that dedicated time for performance appraisals will make your team feel valued

​Update 3

You want your people to grow. Build and use a methodical performance review (appraisal) process that fits your business culture, keep the process simple and execute the process brilliantly. Then you’ll better grow your people, better grow your business and better grow your profits.

Read here how to make performance appraisals work for you.

​Update 4

As a business owner, you already know the importance of recruiting capable staff and providing them with the training and tools they require to do the job effectively.

To grow these people and to ensure that they are performing to expectations and meeting targets you will want to discuss this in a performance review.

Many employees view appraisals as a yearly rite of passage that triggers dread and apprehension and thus most appraisals fail to work effectively but it doesn’t have to be this way, read why here.

​Update 5

Very often performance reviews fail to work effectively because you the employer may change the time, spend the time discussing current work issues or fail to take seriously the importance of the review by not following up on any actions or training needs, this can leave the employee disenchanted with the process. This is not good for your team or your business. Performance reviews should be viewed as an opportunity, one-to-one time that you both probably rarely get and this time should not be compromised in anyway. Read here how to make appraisals work for you.

Update 6

Managing employees’ performance reviews is an integral part of the work that all managers must undertake throughout the year.

It’s as important as managing financial and other resources of the business because an employee’s performance has a positive or negative impact on the growth of your business.

Read here to make appraisals an integral part of the success of your team and therefore the profitability of your business.

Update 7

Keeping a performance review simple means that you spend more time communicating about the real issues rather than ploughing through a series of complicated questions or lengthy forms.

Use a simple appraisal form, keep the goals simple and focus on the vital few (we know that having too many goals leads to reduced effort on each one), set goals that are achievable, and ensure that these are followed up with frequent feedback on the progress. Read more here.

Update 8

Appraisals exist to improve business efficiency and profitability by ensuring individuals perform to the best of their ability and develop their potential. When your people are doing well your business will do well.

Read more here on how simple and effective performance reviews can leave you with a sense of accomplishment rather than ambivalence.

Update 9

For the appraisal process to work it must suit the culture of your business. Done right the process can be a success for both the smallest businesses and multinational corporations. Timpsons the cobblers story is proof that appraisals can work for a business employing mostly manual labourers. Read how here

Update 10

Timpsons, the cobblers, heel bar and repairs retailer is a very successful business with hundreds of outlets all over the country. John Timpson has heralded an ‘upside down management approach’, embedded within this approach are the same key elements of an effective appraisal system that grows people in order to grow its business. Read more of Timpsons success story here…

Update 11

If as a business leader you’re convinced about the value and intrinsic success to the business of the appraisal process, then you must get wholeheartedly involved in every review until they become part of the culture of the business.

Read here to learn how your business performance will improve when the skills, knowledge and abilities of your people improve.

Update 12

When you take the appraisal process seriously so will your team, this will then filter through the business to every other manager and every other team. Click here to learn how performance reviews are an integral part of the performance management of your business.

​Update 13

You have probably been using the same system for performance reviews for many years, and on some level, it has probably worked for you, but would the answer be the same if you asked the members of your team?

There is a great deal of science about the performance review process, however this is only relevant when you take seriously the value of the performance review to the success of your business. Read more here

Update 14

For performance reviews to really work for your business you need to follow this simple process and make it non-negotiable time in your business calendar.

· Use a simple appraisal form

· Give the performance review your full and wholehearted attention

· Make the diary time non-negotiable

· Ensure the performance review compliments the culture of your business

To read more on the value to your business of a brilliant implemented performance review process please click here.

Update 15

Does anyone really relish the idea of appraisals or performance reviews? Let’s be honest most of us don’t.

Mostly because appraisals fail to be effective.

Most appraisals fail to work well because they are not taken seriously enough by leaders and managers. Click here to learn why, and how you can make them work for your business…

Update 16

If as a business leader you’re convinced about the value and intrinsic success to the business of the appraisal process, then you must get wholeheartedly involved in every review until they become part of the culture of the business. Click here to learn why…

1) It pays to take your appraisal or performance review process seriously. Probably more seriously that you do now.

Your business’s approach to appraisals can unlock greater success in your business because it can unlock greater performance from your people.

However, most appraisals do not result in higher levels of energy and motivation... remember a motivated team of people, an improving team of people, a more energised team of people can transform the results of your business. Read more here.

2) Repeatedly improve your team’s skills, knowledge and capabilities and they’ll help you build a better business.

As a business, you must:

STOP: treating annual or bi-annual appraisals as a necessary evil you would prefer not to do

START: seeing appraisals as a critical moment of opportunity for each of your team members and for your business.

Click here to discover that dedicated time for performance appraisals will make your team feel valued

3) You want your people to grow. Build and use a methodical performance review (appraisal) process that fits your business culture, keep the process simple and execute the process brilliantly. Then you’ll better grow your people, better grow your business and better grow your profits.

Read here how to make performance appraisals work for you.

4) As a business owner, you already know the importance of recruiting capable staff and providing them with the training and tools they require to do the job effectively.

To grow these people and to ensure that they are performing to expectations and meeting targets you will want to discuss this in a performance review.

Many employees view appraisals as a yearly rite of passage that triggers dread and apprehension and thus most appraisals fail to work effectively but it doesn’t have to be this way, read why here.

5) Very often performance reviews fail to work effectively because you the employer may change the time, spend the time discussing current work issues or fail to take seriously the importance of the review by not following up on any actions or training needs, this can leave the employee disenchanted with the process. This is not good for your team or your business. Performance reviews should be viewed as an opportunity, one-to-one time that you both probably rarely get and this time should not be compromised in anyway. Read here how to make appraisals work for you.

6) Managing employees’ performance reviews is an integral part of the work that all managers must undertake throughout the year.

It’s as important as managing financial and other resources of the business because an employee’s performance has a positive or negative impact on the growth of your business.

Read here to make appraisals an integral part of the success of your team and therefore the profitability of your business.

7) Keeping a performance review simple means that you spend more time communicating about the real issues rather than ploughing through a series of complicated questions or lengthy forms.

Use a simple appraisal form, keep the goals simple and focus on the vital few (we know that having too many goals leads to reduced effort on each one), set goals that are achievable, and ensure that these are followed up with frequent feedback on the progress. Click here to learn more.

8) Appraisals exist to improve business efficiency and profitability by ensuring individuals perform to the best of their ability and develop their potential. When your people are doing well your business will do well.

Read more here on how simple and effective performance reviews can leave you with a sense of accomplishment rather than ambivalence.

9) For the appraisal process to work it must suit the culture of your business. Done right the process can be a success for both the smallest businesses and multinational corporations. Timpsons the cobblers story is proof that appraisals can work for a business employing mostly manual labourers. Read how here.

10) Timpsons, the cobblers, heel bar and repairs retailer is a very successful business with hundreds of outlets all over the country. John Timpson has heralded an ‘upside down management approach’, embedded within this approach are the same key elements of an effective appraisal system that grows people in order to grow its business. Read more of Timpsons success story here…

11) If as a business leader you’re convinced about the value and intrinsic success to the business of the appraisal process, then you must get wholeheartedly involved in every review until they become part of the culture of the business.

Read here to learn how your business performance will improve when the skills, knowledge and abilities of your people improve.

12) When you take the appraisal process seriously so will your team, this will then filter through the business to every other manager and every other team. Click here to learn how performance reviews are an integral part of the performance management of your business.

13) You have probably been using the same system for performance reviews for many years, and on some level, it has probably worked for you, but would the answer be the same if you asked the members of your team?

There is a great deal of science about the performance review process, however this is only relevant when you take seriously the value of the performance review to the success of your business. Click here for more.

14) For performance reviews to really work for your business you need to follow this simple process and make it non-negotiable time in your business calendar.

· Use a simple appraisal form

· Give the performance review your full and wholehearted attention

· Make the diary time non-negotiable

· Ensure the performance review compliments the culture of your business

To read more on the value to your business of a brilliant implemented performance review process please click here.

15) Does anyone really relish the idea of appraisals or performance reviews? Let’s be honest most of us don’t.

Mostly because appraisals fail to be effective.

Most appraisals fail to work well because they are not taken seriously enough by leaders and managers. Click here to learn why, and how you can make them work for your business…

16) If as a business leader you’re convinced about the value and intrinsic success to the business of the appraisal process, then you must get wholeheartedly involved in every review until they become part of the culture of the business. Click here to learn why…

BLOG 1 – ​Does your business's appraisal process motivate of demotivate your people?

It pays to take your appraisal or performance review process seriously. Probably more seriously that you do now.

Your business’s approach to appraisals can unlock greater success in your business because it can unlock greater performance from your people.

However, most appraisals do not result in higher levels of energy and motivation... remember a motivated team of people, an improving team of people, a more energised team of people can transform the results of your business.

A demotivated, ‘can’t be bothered’ team will undermine the future success of your business.

Repeatedly improve your team’s skills, knowledge and capabilities and they’ll help you build a better business.

As a business, you must:

STOP: treating annual or bi-annual appraisals as a necessary evil you would prefer not to do

START: seeing appraisals as a critical moment of opportunity for each of your team members and for your business. Please click here for more information.

BLOG 2 - ​6 easy ways you could be undermining your own business...

As a business owner, you already know the importance of recruiting capable staff and providing them with the training and tools they require to do the job effectively.

To grow these people and to ensure that they are performing to expectations and meeting targets, you can use an effective performance review to discuss.

Many employees view appraisals as a yearly rite of passage that triggers dread and apprehension and thus most appraisals fail to work effectively.

Your job as a business owner is to view the review as an opportunity, if you do, so will your team.

Very often performance reviews fail to work effectively because an employer may do one of the following things:

move or reduce the time for the review

discuss grievances that could and should have been discussed before this time

use the time to discuss pressing work issues rather than focussing on the reason for the meeting, development of the employee

not prepare for the appraisal with working history and areas for discussion – both positive and negative

not follow up on the actions and measures agreed in the appraisal

fail to deliver any training or support needs agreed in the appraisal

All the above means that the employee becomes disenchanted, they regard the review process as a threatening situation which they distrust.

Performance reviews should be viewed as an opportunity, one-to-one time that both of you probably rarely get and this time should not be compromised in any way.

Read how to make sure your performance reviews are opportunities not to be missed.

BLOG 3 – A simple appraisal process enables both parties to feel a sense of accomplishment.

Managing employees’ performance reviews is an integral part of the work that all managers must undertake throughout the year.

When did you last conduct them? How did they go?

Performance reviews are as important as managing financial and other resources of the business, but do you treat them like this?

‘Just getting them done’ will not create the sense of accomplishment that either party is looking for and it’s vital to remember that an employee’s performance has a positive or negative impact on the growth of your business.

In their book ‘One page talent management’ Marc Effron and Miriam Ort believe that simple is best and that ‘by eliminating complexity and adding value, we help convince managers that these simple, easy-to-use practices will help them manage with very little effort’

Although the structure of a performance review is formal the process and content doesn’t have to be. A simple review is a balance between the complexity and value.

Keeping a performance review simple means that you spend more time communicating about the real issues rather than ploughing through a series of complicated questions or lengthy forms.

Use a simple appraisal form, keep the goals simple and focus on the vital few (we know that having too many goals leads to reduced effort on each one), set goals that are achievable, and ensure that these are followed up with frequent feedback on the progress.

Appraisals exist to improve business efficiency and profitability by ensuring individuals perform to the best of their ability and develop their potential. When your people are doing well your business will do well. There will be a sense of accomplishment for all parties.

Read more here on how simple and effective performance reviews can leave you with a sense of accomplishment rather than ambivalence.

BLOG 4 – ​Can you apply the same value to your appraisal process as Timpsons the Cobblers?

Your appraisal process needs to work for your business, therefore it must suit the culture of your business.

Done right the process can be a success for both the smallest businesses and multinational corporations. Timpsons the cobblers story is proof that appraisals can work for a business employing mostly manual labourers.

Timpsons, the cobblers, heel bar and repairs retailer is a very successful business with hundreds of outlets all over the country. John Timpson has heralded an ‘upside down management approach’, embedded within this approach are the same key elements of an effective appraisal system that grows people in order to grow its business.

Every team in every store is free to run their own branch in the way they feel best, with their sales target being their one and only goal.

This means that the goal is simple, the goal helps grow the business and the goal provides a framework of transparency and accountability which means that the team are empowered. The team in turn want to work towards growing themselves and the business.

There is real value in their appraisal process.

Given that Timpsons employees are mainly rehabilitated criminals this is a testament to the simplicity of the well managed performance review process. Read here how you can make the performance review process work for you.

BLOG 5 – ​Change the culture of your business by taking Performance Reviews seriously.

If as a business leader you’re convinced about the value and intrinsic success to the business of the appraisal process, then you must get wholeheartedly involved in every review until they become part of the culture of the business.

You know your business performance will improve when the skills, knowledge and abilities of your people improves.

When you work alongside every manager and every worker through the appraisal process you will be sending a very clear message about the culture of the business and about your belief in the value of performance reviews.

When you take the appraisal process seriously so will your team, this will then filter through the business to every other manager and every other team, it then becomes part of the culture of the business without you even realising it – it becomes something you just do…

Performance reviews are an integral part of the performance management of your business.

The review must be organised properly and carefully, carried out effectively using the correct and relevant documentation and be simple to understand with clear actions and goals.

Click here to learn that a well conducted performance review will succeed in identifying individual and business performance and improvement for you and your team.

BLOG 6 – ​How to use a 1-page performance review and build a better business...

You have probably been using the same system for performance appraisals for many years, and on some level, it has probably worked for you, but would the answer be the same if you asked the members of your team?

There is a great deal of science about the performance review process, however this is only relevant when you take seriously the value of the performance review to your business.

In a nutshell you need to follow the process and make it non-negotiable time in your business calendar.

Here are some steps to help you along the way:

• Use a simple appraisal form – we have all been there, when you are handed a 10-page document to fill in. It’s time consuming, overcomplicated and unnecessary. A one page form will help you focus on the issues that really matter
• Give the performance review your full and wholehearted attention. Don’t allow the meeting to be interrupted in anyway and ensure the person realises that for this time you are focused on them. The value that comes from this one to one time cannot be measured.
• Make the performance review diary time that cannot be changed, reduced or cancelled. This can be very disheartening if it happens, a team member will feel how unimportant to you (the manager) the performance review really is
• Make sure the performance review reflects the culture of your company.

To read more on the value to your business of a brilliant implemented performance review process please click here.

BLOG 7 – ​Why should you make appraisals a critical, non-negotiable part of your business calendar?

Does anyone really relish the idea of appraisals or performance reviews? Let’s be honest most of us don’t.

Mostly because appraisals fail to be effective.

Most appraisals fail to work well because they are not taken seriously enough by leaders and managers.

If as a business leader you’re convinced about the value and intrinsic success to the business of the appraisal process, then you must get wholeheartedly involved in every review until they become part of the culture of the business.

When you work alongside every manager and every worker through the appraisal process you will be sending a very clear message about your belief in the value of performance reviews.

In their book ‘One page talent management’ Marc Effron and Miriam Ort believe that simple is best and that ‘by eliminating complexity and adding value, we help convince managers that these simple, easy-to-use practices will help them manage with very little effort’

To read more about the successful performance review being a balance between complexity and value click here…

Businesses must take appraisals more seriously...

How committed to your appraisals (performance reviews) are you and your business?

Have you ever cancelled or postponed an appraisal with one of your team?

And yet...

The energy and motivation for the work people do increases when performance reviews are taken seriously and run well.

In this latest edition of Business Bitesize you will learn:

• simple is best. How using a simple one-page appraisal form can drive out scepticism and foot dragging cynicism about performance reviews
• your commitment to appraisals, as a leader and a manager,determines your team’s drive and motivation
• how taking appraisals/performance reviews seriously can help your team improve their skills, knowledge and capabilities-so help you build a more successful business

STOP looking at the performance review as time in the diary that could be better spent doing something else.

START by understanding how truly valuable the performance review is, not only to you and your employee but to the business as a whole.

Are you ready to treat appraisals as a keys driver of business success and help your people prosper too?

You’ll find more Business Bitesize editions and their support tools discussing other business challenges on our library page. Please go here to take a look.