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Performance Appraisal


I will be conducting a workshop on Performance Appraisal for around 10 mid level manager. Please share some activities/techniques/content to make this workshop a learning and engaging experience.

4 Responses

  1. A couple of exercises…

    Two simple exercises to run are:

    1. Have a debate about what is the 'BEST' song/movie/car etc, and why. This leads to an important learning point about we need clarity about the criteria for judging performance.

    2. Play Top trumps! This helps introduce the idea of ranking/rating, and you can use this as a vehicle to introduce the need to combine quantitative and qualitative information.

    If you are looking for ready to use material, then do check out Joy's link above, and this one which includes material for a whole performance management programme 

    Good luck!


    Power Hour Bite Size Training

  2. Performance appraisal workshop

    Hi Cinders, I have been doing a few appraiosal briefings recently, and it can be a challenge to liven them up a little. I tried soemthing new and very basic recently and have been pleased with the impact that this has had.

    The topic of appraisals tends to elicit lots of emotions in people – I get really bored of listening to managers moan about them, so I started framing some of my briefing content into questions for them – multiple choice questions – basically ask the question, or describe a scenario, and give them an A, B or C choice in terms of responses. They can be simpe yes / no / don't really know response choices, or you can make up some suggested responses. What I did was write each possible response to each question on a piece of A4 paper, put them all in a big envelope which I gave to participants, and they pulled out their response of choice and held it up for all to see, like in a silly TV show. They really liked it, and it led to some interesting conversations that they had more together rather than just with me.

    Livened things up, and tends to work well whoever your audience is!


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