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If you were asked to name the world’s greatest sportsperson, who would you choose? David Beckham? Tiger Woods? Whoever your hero, chances are it’s not the same as your colleague’s.

Another person’s idea of what makes someone ‘great’ could be very different to yours. Assigning a rating to someone’s performance at work can be just as tough.

At Bob’s performance review time, he could be rated in a number of ways:

• Bob has achieved all his goals and is an all round great guy; let’s give him a score of 70%.
• Bob has done what’s expected, but nothing exceptional, so he should get an on target score of 50%.
• I think Bob’s done ok, but I haven’t seen much of his work and don’t get on with him too well, maybe a score of 40% will motivate him to do better.

Discover practical tips and techniques to help you rate more objectively and more confidently in this workout.

In 90 minutes you will have

• Discussed the challenges and benefits of rating performance.
• Explored tactics to help you research and decide on scores.
• Discovered the traps we fall into when rating, and how to avoid them.
• Practised facing tricky rating situations in a case study.
• Thought about how to help your team rate themselves and preparing them for the rating part of the review process.