If that appraisal meeting in your diary is concerning you, take a few minutes to look at our simple checklists so you know what to (and what not to) expect.
What to think about before your meeting
- How you’ve performed in your role since your last appraisal.
- What was expected in the last review period and if you’ve achieved this.
- Any challenges or obstacles that prevented you from meeting your objectives.
- Any local issues or system failures outside your control that have had an impact on your ability to meet the agreed objectives and/or timeframes. This may include unsustainable pressures due to high demand, sickness and/or staff shortages.
- Examples and evidence of the points you’re making.
- Ways to demonstrate your competency and/or achievements.
- Specific behavioural competencies that demonstrate excellence. For example, leading and developing others or self-awareness.
- Ways to quantify your outputs or demonstrate patient or client satisfaction.
- Any development or support you may need to help improve your performance or build on your strengths. For example, mentorship or coaching.
- How to articulate how you feel about your role, your personal objectives and aspirations.
What should happen during the meeting?
- Your manager should listen and acknowledge your views.
- You and your manager should agree objectives, expected outcomes and any support or training you may need to do your job well.
- Time should be set aside for both of you to reflect and analyse any issues raised.
- Achievements should be recognised and encouraged.
- The meeting should end positively with an agreed action plan and the next review meeting date agreed.
- Your line manager should send you the notes of the meeting or you may be asked to complete and sign a standard review or one-to-one form.
- Any mitigating circumstances or contributing factors should be considered, especially if they relate to ill health or disability.
- You should be made aware of available support where this is appropriate.
- Any performance or capability concerns that arise out of your meeting should be addressed in line with your employer’s local policies and procedures. Seek support and advice from the RCN where relevant.
What shouldn’t happen
- No disciplinary penalty or sanction should be imposed as a result of issues discussed during your appraisal. If a serious one-off incident has occurred, a separate formal meeting should be arranged under the capability and performance policy.
- A poor performance review meeting can feel negative, with the focus on failures or things you haven’t achieved. You may leave feeling disengaged or de-motivated.
Sometimes, you might find:
- there’s no two-way conversation – the line manager controls the meeting
- the meeting ends with disagreement between you and your line manager
- issues or concerns are ignored
- unrealistic or unachievable objectives or timeframes are set
- there’s insufficient support, supervision, coaching or re-training offered or available
- there’s a failure or refusal to consider or implement any reasonable adjustments requested for those protected under the Equality Act 2010.
Further information
Whether you’re applying for your first job, looking for career progression, or moving to a more senior position, take a look at the RCN careers resources.
