Use appraisals to manage performance

Here's how staff appraisals help us monitor performance and motivate staff

Anglesey Sea Zoo is Wales' largest marine aquarium, attracting over 75,000 visitors per year. Director and partner Alison Lea-Wilson describes how the company introduced an appraisal system that has proved to be a key motivator for its 25 staff.

What I did

Set up a system

"When we started our appraisals were more of an informal chat. As we grew, we decided to implement twice-yearly formal appraisals. We wanted to ensure that employees' contributions closely fitted the goals of the business as well as provide a chance to recognise good performance and address issues.

"Appraisals run hand in hand with performance objectives. We based ours on each employee's job description. We also talked to staff so that the objectives could be agreed in advance and they knew what to expect."

Measure performance

"The majority of our performance objectives aren't as easily quantifiable as, say, sales targets, so we use a scoring system. Each objective is rated on a scale of one to four and both managers and employees fill in the form. Comparing the two perspectives can be very useful for resolving mis-matched expectations.

"Providing a forum where staff can express their views and have issues addressed definitely boosts motivation, as does giving praise where it's due. We know this because we conduct anonymous staff surveys to assess the effectiveness of our appraisals."

Conduct the appraisal

"We invite staff to appraisals in writing, including a copy of the appraisal form to fill in. The completed form is discussed during the appraisal itself, with an emphasis on constructive two-way feedback. As well as covering the defined performance objectives, we discuss related issues, for example, how training can help employees achieve their performance objectives.

"After the appraisal, teamleaders document the discussion and put action points and timescales against each item before circulating a copy to the employee. However, the desired outcome isn't for teamleaders to provide a "to do" list. We encourage employees to formulate their own solutions to any issues identified. That way they feel more involved and in control."

What I'd do differently

Don't rush it

"In the early days, we underestimated how long a thorough appraisal takes. It's counter-productive if the appraisee feels their manager has one eye on the clock. We now allow a minimum of an hour and a half for each employee."

Delegate to line managers

"I used to think that it was my responsibility to conduct all appraisals. I've learnt that delegating to line managers is equally effective and demonstrates trust in their abilities."

Download this case study and 20 like it in our free book, "Here's how I run my business" (PDF)

Subjects covered in this guide

• Introduction
• What performance targets and appraisals can achieve
• Set up a performance management and appraisal system
• Agree objectives
• Carry out the appraisal
• Rating performance
• Reward good performance
• Here's how staff appraisals help us monitor performance and motivate staff

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