Developing a one-team culture through appraisal

Many of us will be used to the theory of planning using the ‘Important/Urgent’ matrix to prioritise tasks for the day or week ahead.  (If not, I recommend a read of Stephen Covey’s TIme Management Matrix Explained).

Planning the appraisals of your Support Staff team members must surely be allocated to both important and, as the deadline nears, urgent.

Depending on your previous experience, the enthusiasm you bring to the planning process may result in it simply being a task that needs completing, thus your approach is:

‘Book a date and time, arrange the room, send out the ‘invitation’ and preparation documents, review the last appraisal record to copy across the objectives onto this year’s form.’

Or you could prepare for an opportunity to:

‘Listen to the experiences and views of your team member, summarise the impact (thanks and lessons-learned) they have had through their job roles and on the wider school, reflect on their development in the role over the past year and re-energise and re-focus them for the challenges ahead.’

Often the urgent is prioritised over the importance. Appraisals are so much more than a functional task evidenced by a completed form. When well-planned and mindfully carried out, an appraisal can empower colleagues through listening to them and demonstrate that they and their job matters to the school; it can help marginal performers focus on key performance tasks and feel more ready to contribute ; it can improve the job satisfaction of positive staff and help them stay motivated; it can certainly play a part in developing a one-team culture.

Want to find out more?  Join us for Raising Standards Through Successful Support Staff Appraisal  on 14 March 2017 in London.

Thanks to presenter Chris Ashman for this week’s blog.