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Description

Annual Appraisal Interview: Preparing the Review, Leading the Conversation and Setting Objectives

Two days to conduct annual appraisal interviews that add real value for employees and managers alike

  • 2 days — 14 h
  • In-person or virtual
  • Foundation
  • Up to 6 participants

The annual appraisal is too often experienced as an administrative formality. The manager completes the form the day before, the employee hears a review that is far too general and the objectives set are forgotten within a month. Sensitive topics are quietly avoided.

These 14 hours are designed for managers who conduct these interviews, not for the HR professionals who organise them. The programme covers fact-based preparation of the review, leading the conversation including areas of disagreement, and formulating objectives that can be verified. Participants practise on their own real situations.

Learning objectives

  • Distinguish the annual appraisal from the other conversations in the management cycle
  • Prepare a review supported by facts observed throughout the year
  • Lead the interview while giving the employee genuine space to speak
  • Deliver critical feedback on behaviour without attacking the person
  • Set verifiable objectives together with the resources required
  • Handle requests for career progression and pay without making unrealistic promises

What makes this programme different

Practice sessions built from the participants' own real team members
Dedicated work on handling an employee who disagrees with the assessment
A preparation template that requires every rating to be documented with a fact

Programme

1Understanding What Is Really at Stake in the Annual Appraisal

One conversation among many, yet unlike any other

  • Purpose of the interview for the employee, the manager and the organisation
  • Difference between the annual appraisal, career development reviews and regular one-to-ones
  • What the interview can address and what belongs to other conversations
  • Common mistakes that undermine the credibility of the exercise

2Preparing the Review

Facts rather than impressions

  • Gathering factual evidence throughout the year
  • Analysing results against the objectives and the resources actually available
  • Preparing strengths and areas for improvement
  • Making use of the self-assessment completed by the employee

3Leading the Conversation

Saying what needs to be said and listening to the response

  • Opening the interview and setting out how it will run
  • Delivering critical feedback focused on observed situations
  • Listening to explanations and taking context into account
  • Managing disagreement, strong reactions and silence
  • Responding to requests regarding pay and career progression

4Setting Objectives and Ensuring Follow-Up

What commits both parties for the year ahead

  • Formulating objectives that are verifiable and clearly understood
  • Negotiating the resources and associated priorities
  • Identifying development needs and the corresponding actions
  • Writing the record of the interview and scheduling follow-up points

Who is it for

Front-line managers · team leaders and department heads who conduct annual appraisal interviews with their team members.

Prerequisites

Managing a team and being required to conduct annual appraisal interviews

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.