1. Focus on one or two key criteria

After a challenging performance appraisal session, it is tempting to draw up a long list of development suggestions. However, in reality it is best to focus on no more than one or two development areas in any performance cycle. Using performance based criteria such as behavioural competencies will help focus the development. As behavioural competencies are based on the requirements of the job, it will also mean that the development is targeted and relevant.

2. Set SMART goals

Once the criteria for development have been prioritised, express each of the development areas as a SMART goal:-
S specific
M measurable
A achievable
R relevant
T time bound

For example: