Staff appraisals are often dreaded—both by employees, who fear being judged, and by leaders, who feel weighed down by yet another task on their to-do list. But what if we’ve been doing it wrong all along? What if appraisals weren’t a point-in-time event to assess performance but a culmination of intentional efforts to set employees up for success?
By flipping staff appraisals on their head, we can create a culture where appraisals become celebrations of achievement rather than post-mortems of missed opportunities. At the heart of this shift lies a simple yet transformative idea: leaders are success facilitators, not evaluators.
Start with the End in Mind
Stephen Covey’s timeless advice—"begin with the end in mind"—applies brilliantly to appraisals. The perfect appraisal doesn’t start on appraisal day; it begins on day one. Leaders must work collaboratively with employees to envision success from the outset:
What does a stellar year look like for this employee?
What goals will stretch, inspire, and challenge them?
What resources, skills, or support will they need to get there?
By co-creating a vision for success, leaders and employees align on expectations and set the stage for meaningful progress.
Frequent Check-Ins: Building Trust and Momentum
Annual appraisals often fail because they focus on a single moment in time rather than the journey. Success, however, is built incrementally. Leaders must prioritise regular monthly or quarterly check-ins to ensure employees are on track, engaged, and growing.
These conversations shouldn’t be transactional or formulaic. Instead, they should focus on:
Reviewing progress: What’s going well? What challenges are they facing?
Realigning goals: Are priorities shifting? Does the employee need additional support?
Reinforcing strengths: What talents or wins can the leader celebrate?
Regular, honest, and constructive conversations build trust, keep goals in mind, and provide opportunities for real-time course corrections.
Helping Employees Get an A
Leadership expert Ken Blanchard popularised "helping them get an A." The idea is simple: treat every employee as if they already have the potential to excel. Your job as a leader is to help them realise that potential.
This isn’t about handing out participation trophies or avoiding accountability. It’s about fostering confidence, competence, and clarity. Leaders should create an environment where employees feel empowered to:
Take ownership of their goals.
Experiment, fail, and learn without fear.
Collaborate and ask for help when needed.
When employees feel genuinely supported and guided, they’re more likely to reach higher and achieve more.
The Leader’s Role as Success Facilitator
The old leadership model—telling people what to do and how to do it—is outdated and ineffective. Modern leadership is about facilitation, not direction. Leaders must focus on creating the conditions for success, which involves:
Coaching, not commanding: Ask questions that inspire self-reflection and problem-solving.
Clearing roadblocks: Identify and remove obstacles that hinder progress.
Championing growth: Advocate for your employees’ professional development, whether through training, mentoring, or stretch assignments.
By shifting the focus from “managing performance” to “facilitating success,” leaders build trust and confidence in their teams. This trust is reciprocal—employees who feel supported are more likely to trust their leaders and the process.
Why This Approach Works
Flipping appraisals isn’t just good for employees; it’s transformative for organisations too. When employees consistently achieve their best, the team benefits from higher morale, better collaboration, and improved outcomes.
Moreover, this approach taps into intrinsic motivation. When employees know their leaders are invested in their growth and success, they’re likelier to stay engaged and committed to their work.
The Appraisal as a Celebration
When leaders adopt this mindset, the appraisal meeting becomes a celebration rather than a stressor. It’s a time to:
Recognize achievements.
Reflect on growth.
Plan for even bigger goals.
When the appraisal arrives, there are no surprises—only a shared sense of pride and accomplishment.
In Conclusion
Leadership is about people, not processes. By rethinking staff appraisals and embracing the role of success facilitator, leaders can transform a dreaded ritual into a meaningful, inspiring, and productive experience. Start with the end in mind, check in often, and commit to helping your employees get an A—not because it’s easy, but because it’s worth it.
Are you ready to flip your appraisals and embrace a new way of leading?
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