Supervisors/line managers are required to record annual appraisal conversations on ESR via ESR Supervisor Self-Service The date of an annual appraisal needs to...
Making time for conversations that count
Ensures every colleague is motivated, valued and feel they belong to a service they are proud of having contributed to
The annual appraisal conversation should cover the individual’s contribution, how they contribute to team achievements (Team Engagement), and how their individual objectives link to the NCA strategic priorities, as well as focus on their development and career aspirations.
What are the outcomes of Colleague Engagement?
- Every colleague engages in an annual Development, Contribution and Priorities Appraisal Conversation with their line manage and populates their own Personal Development Plan
Link to the High Performing Team Framework
Following engagement with teams through the High Performing Team Framework, the refreshed My Time guidance to carrying out an annual appraisal conversation focuses on engagement with individual colleagues. It’s fully inclusive of every colleague, applicable to our diverse range of staff groups regardless of profession, role or level.
The focus is on five key elements MY WELLBEING – MY CONTRIBUTION – MY FUTURE – MY FOCUS – MY DEVELOPMENT within a natural flow of a two-way coaching conversation, making it personal by focusing on the needs of every individual.
Regular 1:1 Guidance and Framework (Service & Colleague Reviews)
Every team and individual can benefit from 1:1 meetings. It’s our way to connect to organisational, service and team goals. It also helps to ensure continued growth, address individual needs, recognise achievements, and manage wellbeing.
The guidance is a non-prescriptive and an informal approach. You are not expected to record the information on any of our systems. We also recognise that leaders/managers and teams may already be using their own 1:1 templates or approach. We would encourage you to continue to use what works for you.
The guidance will also help as a building block for colleagues’ yearly MyTime conversations.
What are we doing?
The Talent and OD Team (T&OD) are providing guidance, tools and resources to help make monthly informal 1:1’s a consistent and positive experience for all.
Why are we doing it?
Feedback from NCA leaders and managers has told us that a simple template and questions to guide the conversation would be helpful. We hope that the questions may also guide and offer opportunity for those receiving a 1:1, to proactively look at areas and consider what they may want to bring to the meeting.
Also, regular 1:1’s are a valuable mechanism for promoting effective communication, building relationships, providing two-way feedback and fostering personal and professional growth within teams.
How are we doing this?
The templates and guidance have been designed for two levels of conversation. The first is Service Review Level (manager to manager). The second is Colleague Review Level (manager to team member). These are both included for your use.
Materials and guidance for the Service and Colleague 1:1 reviews can be found on our My Hub page. To access the guides click here.
Need help with how to deliver a 1:1, coaching conversation or difficult conversation? Sign up for one of our short sessions here
If you feel that you need any further help, advice or support then please do not hesitate to contact the T&OD Team ([email protected])
Alternatively, contact the T&OD Leads for your area if you need further advice or guidance by following the links here
The Benefits of 1:1 Meetings
Putting this into practice
When it comes to leading a 1:1 meeting, you get out of them what you put into them. When done right, they can engage individuals and teams.
A well-timed and placed 1:1 can keep individuals/teams on track to meet performance goals, develop their professional skills, and help resolve small issues as they arise.
It’s also important to remember that 1:1 meetings are part of a larger picture of performance and engagement.
They can and should be used as a helpful tool to drive yearly MyTime conversations. By pulling all those informal conversations together they will provide an insight into that colleagues yearly experience.
They are an important touchpoint in the continuous cycle of driving engagement and better performance.