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Guide

ScoreBuddy

Written by Scorebuddy

   

 

The A of Staff Appraisal Forms

A is for Amazing...

Yes, it does sound as corny as Amazing Amy but staff appraisal is all about identifying amazing performance in everyday behaviour. Pepper staff appraisal forms with opportunities to recognise great performance. For example if you have a question with the answers ranging from Unacceptable to Very Good why not add another answer: "Amazing".

Top Tip: If you don't want to risk sounding too cheesy use "Excellent" instead, nothing says professionalism like a bit of excellence!

Another easy way of putting emphasis on amazing performance is increasing the weighting of the the top answers, instead of 100% for the answer you could always change it to 110%, I bet some of your amazing staff would describe there performance as 110% so why not give them formal recognition of this "above the call of duty" behaviour.

In Scorebuddy's Agent Insight module users can choose to give employees a Kudos point at the end of the appraisal form. The kudos points are counted and displayed on the employee's dashboard alongside the staff appraisal scores. This is a great quick way to promote a culture of positive reinforcement and to let your employees know that you noticed their amazing work. Click here to find out more about Agent Insight.

 

The B of Staff Appraisal Forms

B is for Better Performance Next Time

There will always be some poor staff appraisal results and most of the time there is room for at least a little improvement. The emphasis should lie in "how can we do better?" and striving for better all the time. This approach is not singling out anybody, it represents a team goal that can be put into action be reviewing staff appraisal results and picking out the parts where improvements can be made.

 

The C of Staff Appraisal Forms

C is for Clarity

Have you ever been waffling away to somebody and then suddenly realising you had lost their attention a while ago? Your steering of the conversation is likely to have either lacked clarity or was simply uninteresting, and if it was the latter I'm afraid I can't help! However if it was about clarity... listen carefully.

Clarity is about having a clearly defined and logical beginning, middle and end. When we think of staff appraisal forms you need to do the same. By the beginning we mean having goals and having a system or a structure in place to carry out staff appraisals. The beginning phase also involved the critical design of staff appraisal forms. The middle is the bulk of the work; carrying out the staff appraisals and reviewing them with employees. This is following the plan you outlined in the beginning. The end is what you have achieved from the staff appraisal process, the learning and ultimately the outcomes. The end evaluates whether you achieved what you set out to in the beginning.

The whole process needs to be clear and transparent to those carrying out the appraisals and those being appraised. Anyone should be able to review the process and quickly understand how it works.

Questions to ask when revising your staff appraisal form to ensure clarity.

  • Is the staff appraisal form laid out logically?
  • Are all the necessary questions included?
  • Can the language used on the staff appraisal form be simplified?
  • Are there any unnecessary questions that you can cut?
  • Are sections/questions weighted or prioritized appropriately?

 

Want a Sample Staff Appraisal Form?

Would you like a little more than this inspiration for staff appraisal forms? Take a free trial of Scorebuddy and you will access to a number of sample staff appraisal forms - these staff appraisal forms are close-ended questions with the ability to add mulitple comments. They are targeted towards use in call centres.

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