The Employer Brand: Bringing the Best of Brand Management to People at Work

Appendix 3: Extract from Greggs’ Performance Development Review Guidance Notes (2004)

USING VALUES WITHIN THE REVIEW DISCUSSION

Manager’s Checklist

1. Enthusiastic (keen, positive and willing)

• The review is important to individuals – it’s quality time spent with their manager focusing solely on them as individuals. They will also have spent time preparing for the meeting.

• This might be the eighth review you’ve conducted in the last two weeks but you still need to be as enthusiastic about the last as the first!

• Be keen to take on board the views of the individual.

• Prepare properly for each review, not just the documentation but consider the environment. Have you allocated sufficient time, is the venue suitable for the individual, have you ensured that there will be no phone interruptions?

2. Supportive (good listener, helpful, encouraging)

• Listen to what the individual has to say – both facts and feelings.

• Encourage the individual to reflect on performance and learning points.

• Listen to what the individual says and doesn’t say. Remember to use the skills of questioning and active listening – concentrate on this review, not the next one you’re doing!

3. Open and honest (truthful, trustworthy, approachable, open minded)

• Be open and honest with the individual in terms of his/her performance and aspirations.

• Encourage the individual to ‘open-up’ to you.

• Keep an open mind yourself – don’t prejudge situations without fully listening to all the facts – sometimes we can be ...