Preparing for Mid-Year Staff Appraisals in the Insurance Industry: EMPLOYEE’S Point of View

Often staff struggle to know what evidence to provide to their manager when they have a mid-year appraisal and as such under sell themselves. Others do not have mid-year appraisals at all unless they ask!

Creating evidence of achievements against targets is a proactive task for the member of staff and this one-hour webinar, presented by Alan Chandler one of the most popular speakers in the UK, will help staff to better show case their achievements to their manager, and therefore enhance their bonuses, pay rises and career prospects.

This webinar will be delivered from an insurance industry perspective and is relevant for all staff involved in broking, underwriting or claims. Practical examples will be given in each case of what evidence of achievement could look like.

It is becoming increasingly difficult for Insurers, brokers and loss adjusters to recruit and retain quality staff. The reality is that the demand for qualified experienced quality staff in insurance far exceeds the availability of these staff in the marketplace, and so undertaking a great staff appraisal process is vital in ensuring staff are motivated and appropriately rewarded. Many staff leave because they do not feel valued, and part of this is the fact that the employees themselves do not show case their ability well enough in the appraisal process, so move to a new employer, whereas if the appraisal system has worked better, they would have stayed by being rewarded appropriately for their ability.

Learning Objectives

At the end of this event, delegates will be able to:

• Understand what a SMART objective is within the insurance industry
• Understand how to fairly challenge objectives if they are not SMART
• Understand how a good interim appraisal process should work and how to fairly challenge this if it is not being provided.
• Understand how to provide practical examples of success against targets at the mid-year appraisal
• Understand the importance of setting staff development plans that run alongside the targets set and knowing how to challenge your employer fairly if the development plans are not being provided

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