Delivering Meaningful and Impactful 1-1s and Appraisals
A Simple Framework to Make 1-1s Truly Impactful
In our previous article, we looked at the value of 1-1s and appraisals, where managers often go wrong, and three indicators of a good appraisal.
Now that you know the what and the way, it’s important to look at the how - how can you make an appraisal or 1-1 truly meaningful and impactful?
In today’s article, we describe a simple 4-step framework that you can use - and that we use here at Nine Dots - to ensure that both the individual and the manager get the most from the 1-1.
What Are the Benefits of Using a Framework?
Using a framework brings a multitude of benefits, including:
- Appraisals are consistent, helping make people less anxious as they know what to expect from the conversation
- Using a framework helps make sure that all areas of an employee’s work are discussed - not just the negatives or just the positives
- Frameworks make planning an appraisal much easier, for both the manager and employee, meaning both parties can prepare in advance
It’s important to remember that frameworks are there to provide guidance for the conversation; they are not rigid structures that you have to 100% stick to, they can be adapted to suit your organisation best.
One framework that we recommend trying out is the ABCD framework.
It’s as Easy as ABCD
This framework breaks down 1-1s and appraisals into 4 simple-to-follow steps:
Firstly, Start the conversation by recognising individual achievements. This sets a positive tone for the rest of the discussion.
Secondly, look at what benefits these achievements have had to the individual, their team, and/or the organisation.
Thirdly, give employees the opportunity to share any concerns and challenges they found when completing the achievements.
Lastly, reflect on what you’ve spoken about and identify action steps – this helps inspire ongoing improvement and ends the conversation on a positive, motivational note.
As this simple framework hopefully shows, 1-1s and appraisals don’t have to be seen as a chore in your organisation; it’s all about planning in advance and communicating the benefits of appraisals to both managers and employees.
Until next time...