Get Instant Access
to This Blueprint

Talent Management icon

Equip Managers to Have Effective Performance Appraisal Discussions

Improve managers' ability to conduct effective performance conversations.

  • HR has designed a detailed performance appraisal process; however, managers are not aware of their responsibilities and as such, do not effectively implement the steps.
  • Managers are not comfortable providing feedback or rating their employees.
  • The value of effective performance management is not understood by managers.
  • Managers are not setting clear, relevant goals and evaluating behaviors against competencies.

Our Advice

Critical Insight

  • Effective management of performance is not a one-time conversation. Managers must leverage the process, goal setting, competencies, feedback, and ratings to manage their employees’ performance.
  • Performance management rises or falls with managers; provide the training they need to have effective performance conversations.

Impact and Result

Equip managers to effectively navigate performance management by:

  • Navigating the performance appraisal process
  • Setting clear, specific goals
  • Communicating expected competencies
  • Providing clear feedback
  • Evaluating the performance of employees

Equip Managers to Have Effective Performance Appraisal Discussions Research & Tools

1. Communicate and train to manage change

Develop a rollout and communication plan and plan next steps.

Training Deck: Equip Managers to Have Effective Performance Appraisal Discussions
Handbook: Equip Managers to Have Effective Performance Appraisal Discussions
Role Plays: Equip Managers to Have Effective Performance Appraisal Discussions
Standard Participant Training Session Evaluation Template

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 1-phase advisory process. You'll receive 1 touchpoints with our researchers, all included in your membership.

  • Call #1 - Discuss the training material, and how to customize it with organization-specific processes.

Contributors

  • Andrew Bartlow, Head of HR, Waypoint Homes
  • Sharon Bishop, Director, Workforce Planning and Development, Regina Qu’Appelle Health Region
  • Rhonda DeLuca, Vice President of HR, Terumo Cardiovascular Systems
  • Jan Hills, Partner and Author, Head, Heart & Brain Consultancy
  • Melanie Jacobs, Manager, Learning and Development, Sappi
  • Cindy James, Director – Organizational Development, Elbit Systems of America
  • Jeremy Janzen, CHRO, HyLife
  • Melody King, VP of HR, W/W Talent Development, Herbalife
  • Suzanne Lahache, GM of Human Resource Preparedness, Mohawk Council of Kahnawà:ke
  • Ashley Lundquist, VP of People, LeadPages
  • Maura Parda, Executive Coach and Organizational Change Strategist, 512 Leadership Group
  • Megan Paterson, Vice President of HR, Kinaxis
  • Kerry Pletch, CHRO, City of Guelph
  • Michele Vogt, Acting Vice President, People and Safety, Regina Qu’Appelle Health Region
  • Minna Whitman, Manager of Learning and Employee Development, HRG Worldwide
  • Sarah Wilson, Director, Talent Acquisition, Performance Management & Principal Staff Officer, Indigo

Related Content: Performance Management