In the ever-evolving hospitality industry, where recruitment is a challenge and employee turnover is high, creating a team that thrives is essential for the success and growth of every hotel, pub, or restaurant group.

Despite the value of performance appraisals, many managers and employees view them as daunting and ineffective. Statistics show that around 90% of people believe that the performance appraisal process is inadequate. Therefore, a shift in perspective is needed to rebrand appraisals and emphasise their benefits for both managers and team members.

Instead of appraisals let’s call them positive annual developmental job chats. A meeting that both the manager and the employee looks forward to.

Objectives of a Positive Annual Developmental Job Chat (Appraisal for short!)

The primary goal of an effective appraisal process is to shift the perspective on appraisals from a burdensome task to a valuable opportunity for growth and development. The desired outcomes for both managers and team members include:

For Managers:

  • Motivated people and teams
  • Improved performance
  • More skilled people and teams
  • Understanding of challenges
  • Positive outcomes – win/win
  • Progress and move forward
  • Develop people and maximise their potential
  • Better retention

For Team Members:

  • To be motivated and feel good
  • Consistent constructive feedback
  • An opportunity to perform
  • New/enhanced skills
  • A chance to overcome difficulties
  • Positive outcomes – win/win
  • Personal development to progress their career

The Meeting Jigsaw Approach

To structure appraisal meetings effectively, I invariably use the Meeting Jigsaw approach, which breaks down the meeting into four key areas:

  1. Looking Back: Reflect on positive achievements, performance, and behaviours.
  2. Current Status: Assess where the employee stands against set objectives, evaluating their skills and knowledge.
  3. Looking Forward: Set objectives relating to performance improvements, overcoming problems, and career development goals.
  4. Action Plan: Agree on an action plan and a training and development plan to achieve the set objectives.

Dos and Don’ts for Giving Feedback

Feedback is a crucial element of any appraisal process. Here are some dos and don’ts for providing constructive feedback:
Dos:

  • Be specific with examples
  • Be constructive and solution-focused
  • Provide timely feedback
  • Balance criticism with positive reinforcement
  • Be empathetic and considerate of the employee’s perspective

Don’ts:

  • Avoid vague feedback
  • Refrain from being overly critical
  • Don’t delay feedback
  • Avoid one-sided communication
  • Don’t dismiss or trivialise employee concerns

Appraisals Support Employee Retention Strategy

Creating a thriving team in the hospitality industry requires a shift in how performance appraisals are perceived and conducted.

With a positive approach to personal and professional development, transparent communication and constructive feedback, these annual job chats can be transformed into valuable opportunities for growth and engagement.

Training: The Art of Positive Annual Development Job Chats

To support a retention strategy we encourage owners of hotels, pubs and restaurants to provide their Managers, Executive Chefs and Heads of Departments with our training session titled The Art of Successful Appraisals also known as The Art of Positive Annual Development Job Chats.

This two hour training session equips your managers with the essential skills and knowledge to conduct effective appraisals, fostering an environment of continuous improvement and development.

By investing in this training, you can create a more engaged, productive and thriving team, who enjoy their jobs and are keen to progress their career within your business.

All our training sessions are bespoke, they are adapted to your business scenario and needs. Please get in touch to discuss your requirements.