Appraisal follow-up
Appraisal follow-up checks progress against the actions, objectives and support agreed during a performance review. It keeps feedback and development connected to everyday work and allows objectives to be adjusted when circumstances change. Responsibility should be clear: the employee acts on agreed steps and the manager supplies promised resources, feedback and opportunities. Follow-up can be regular and proportionate rather than waiting for the next annual meeting.
Worked example
An employee agrees to practise presenting monthly reports, while the manager promises coaching. They review a first presentation after four weeks, discuss feedback and adjust the next development task.
Common mistake
Do not treat signing the appraisal form as completion of performance management. Holding an employee to an action without providing the agreed support also undermines the process.
Where it appears in your exams
| Qualification | Exam | Relationship | Period |
|---|---|---|---|
| ACCA | BT | Direct | September 2026–June 2027 |
| FIA | FBT | Direct | September 2026–June 2027 |