Pilot changes to annual appraisal sessions before rolling them out organisation-wide.
Conducting Annual Appraisal Sessions Effectively and Professionally
A working programme in annual appraisal sessions for managers who have to deliver with existing resources.
📍 Cairo🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on annual appraisal sessions is abundant; insight about it is not. People decide what this strand of people management and development really means by watching who gets promoted. Mature organisations treat the wider people management and development agenda as a standing capability rather than a project that finishes. They acquire practical criteria for judging when annual appraisal sessions is working and when it is only appearing to. Participants apply this strand of people management and development to their own workforce throughout, so the output is directly usable. What blocks progress on the people management and development capability is usually unclear ownership rather than unclear intent. This programme builds annual appraisal sessions from first principles, without padding and without omitting what matters. It is written for people who have to make this area of people management and development work with the resources they already have. The final module sets out how progress on this strand of people management and development will be evidenced six months later.
Expected Learning Outcomes
Align annual appraisal sessions with the organisation's workforce plan rather than treating it in isolation.
Prepare a short, evidence-based briefing on annual appraisal sessions for senior management.
Design the appeals or grievance route attached to annual appraisal sessions.
Equip managers to hold the difficult conversations annual appraisal sessions requires.
Present the case for investment in annual appraisal sessions in terms that a finance function will accept.
Agree the first three actions on annual appraisal sessions that will be taken on returning to work.
Who Should Attend
Operations staff who encounter the consequences of annual appraisal sessions directly.
Internal communications staff explaining annual appraisal sessions to the workforce.
Reward and compensation staff whose frameworks interact with annual appraisal sessions.
Senior leaders accountable for the culture annual appraisal sessions produces.
Line managers who apply annual appraisal sessions in practice.
Anyone whose accountability for annual appraisal sessions exceeds their current formal training in it.
Course Modules
Annual appraisal sessions: review, learning and adjustment
2 sessions · 8 pointsSession 1The hard cases in annual appraisal sessions and how to reason about them
- State the purpose of annual appraisal sessions in one sentence a new manager would understand.
- Decide what will be stopped to create capacity for annual appraisal sessions.
- Anticipate the objections annual appraisal sessions will raise and prepare the answers.
- Confirm that those complying with annual appraisal sessions understand why it exists.
Session 2Piloting a change to annual appraisal sessions before committing
- Set out how exceptions to annual appraisal sessions are requested and approved.
- Distinguish symptoms from causes when annual appraisal sessions underperforms.
- Build the appeals route for annual appraisal sessions and publish it.
- Identify where judgement in annual appraisal sessions is legitimate and where it is not.
Annual appraisal sessions: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Costing annual appraisal sessions honestly, including the cost of inaction
- Train line managers on annual appraisal sessions rather than handling every case centrally.
- Check that annual appraisal sessions complies with current labour regulation in every location.
- Script the difficult conversation annual appraisal sessions requires and rehearse it.
- Confirm that reporting on annual appraisal sessions reaches the people who can act.
Session 2The exception to annual appraisal sessions that sets the precedent
- Set out the decisions in annual appraisal sessions that require sign-off and by whom.
- Build the competence framework that supports annual appraisal sessions.
- Estimate the cost of annual appraisal sessions and the cost of leaving it unchanged.
- Establish what evidence demonstrates annual appraisal sessions is under control.
Annual appraisal sessions: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Explaining annual appraisal sessions so people believe it
- Review annual appraisal sessions for unintended equity effects across groups.
- Identify the data the organisation already holds that bears on annual appraisal sessions.
- Establish who is informed, consulted and accountable in annual appraisal sessions.
- Compare intended and actual outcomes of annual appraisal sessions honestly.
Session 2Escalation and decision rights in annual appraisal sessions
- Define who decides on annual appraisal sessions and who may only recommend.
- Confirm records relating to annual appraisal sessions meet retention and privacy rules.
- Plan succession for roles most exposed to annual appraisal sessions.
- Test the policy on annual appraisal sessions against three real cases from the past year.
Annual appraisal sessions: fairness, equity and consistency
2 sessions · 8 pointsSession 1Where annual appraisal sessions typically breaks, and why
- Design the communication for annual appraisal sessions around the questions people will actually ask.
- Agree the smallest change to annual appraisal sessions that would be visibly useful.
- Check that annual appraisal sessions still works when volumes rise unexpectedly.
- Agree the indicators that will show whether annual appraisal sessions is improving.
Session 2The conversation about annual appraisal sessions managers most often avoid
- Identify single points of dependency in annual appraisal sessions and reduce them.
- Check that records of annual appraisal sessions answer the questions likely to be asked.
- Set the annual review point for annual appraisal sessions and who attends.
- Ask employees what annual appraisal sessions feels like from their side.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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