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Medium 9781599960524

18 For Better or Verse

Wendy Denham HRD Press, Inc. PDF

18 For Better or Verse

DESCRIPTION

At the start of this activity, the whole group is asked to imagine they are a team of publishers who will be publishing a poetry book within six months.

As a group, they have to set standards for one type of poem they want included in the book. Once these standards are set, the group is then divided into two teams, their task being to write a poem that will then be measured against their set standards. The discussion that follows looks at the importance of setting and assessing standards of performance within the appraisal process.

SITUATIONS

This is a group exercise that is appropriate either to people who have recently taken on the responsibility for appraisals or those who need to refresh their skills. It also links with Activity 8: But That’s Not What I Meant.

OBJECTIVES

To show the importance of setting standards

To discuss the ways in which an employee’s performance can be measured against set standards

To evaluate the benefits of setting standards of performance

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21 I Think I Have the Answer

Wendy Denham HRD Press, Inc. PDF

21 I Think I Have the Answer

DESCRIPTION

This activity shows how easy it is to stereotype people. Working in pairs, participants write down three questions they would like to ask their partner.

They also write down the answers they believe they will receive. Questions and anticipated answers are exchanged. The actual answers are then compared to the anticipated ones. The activity ends by raising the question of making assumptions about each other, based on little evidence and the need to clarify initial thoughts and interpretations.

SITUATIONS

This activity can be used in a number of ways: as an icebreaker, an exercise between and appraiser and appraisee, and as a training activity.

OBJECTIVES

To demonstrate how quickly and easily an individual can stereotype others

To analyze the ways in which stereotyping can be avoided during the appraisal process

TIME

MATERIALS

REQUIRED

METHOD

30 to 40 minutes

Flipchart and markers

Paper and pens

1. Introduce the activity by explaining that this exercise gives the group an opportunity to examine the effect of subjectivity on the appraisal process.

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2 An Appraisal Interview

Wendy Denham HRD Press, Inc. PDF

2

An Appraisal Interview

DESCRIPTION

This activity centers on a role play and participant feedback to give participants practice providing critical feedback. In groups of three, participants have the opportunity to practice conducting an appraisal interview using a prepared scenario. The interview focuses on dealing with an employee who is performing just below the company requirements.

Within every group, there is an opportunity for each participant to be the interviewer, interviewee, and the observer. The observer leads the discussion after the interview and gives feedback to the interviewer.

SITUATIONS

This is an ideal exercise to follow Activity 5: The BOFF Principle.

Alternatively, it can be used as an activity to provide more practical experience to those who have difficulty dealing with poorly performing employees. The skills needed to give critical feedback are not just confined to appraisal interviews, and therefore the activity could be used for all line managers who need to use the skills in everyday work situations.

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29 My Learning

Wendy Denham HRD Press, Inc. PDF

29 My Learning

DESCRIPTION

This activity involves individuals completing statements that help them focus on themselves and their individual learning. These statements are discussed in pairs and then within the group.

SITUATIONS

This activity is an effective way of exploring people’s feelings, which could then form part of a company’s training needs analysis. It is also an ideal activity to link with any of the other activities or at the end of a full day’s training. Alternatively, it could be used as an individual or pair activity at any stage during the appraisal process.

OBJECTIVES

TIME

MATERIALS

REQUIRED

METHOD

To provide a method of self-assessment for appraisers

To evaluate an appraiser’s learning after completing a training activity

40 minutes

Flipchart and markers

Handout 29.1

Paper and pens

1. Before this activity takes place, read Handout 29.1 and decide which statements to ask the group to complete. Write these statements on the flipchart.

2. Introduce this activity by commenting on the fact that often, people are so busy looking after others that they forget to spend a few moments focusing on themselves. On many occasions, this would help to clarify thoughts, review a situation, consider a particular issue, and reflect on feelings. Doing this will help the personal learning and development process.

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42 That’s different!

Wendy Denham HRD Press, Inc. PDF

42 That’s different!

DESCRIPTION

This is an exercise on reviewing how appraisers should be prepared to change their mind in certain circumstances. Working in groups of three, participants role play the part of an appraiser and appraisee watched by an observer. During the role play, the appraisee presents unexpected reasons/ explanations for past behavior and performance. The observer notes the appraiser’s reaction and gives feedback using an assessment sheet. This is followed by a group discussion.

SITUATIONS

This exercise is suitable for appraisers at all levels of experience and ideal for people who have recently taken on the responsibility.

OBJECTIVES

TIME

MATERIALS

REQUIRED

METHOD

To demonstrate the need for an appraiser to be flexible

To discuss the techniques involved

45 minutes

Handouts 42.1, 42.2, and 42.3

1. Divide the group into teams of three. Ask one person to play the role of the appraisee, one person the appraiser, and the other person the observer. Explain that each team will role play an appraisal interview, with the appraiser receiving feedback from the observer. At this point, do not mention the objectives of the activity.

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