For Staff
Appraisee
Prepare well, place your marker with confidence, and leave the conversation with a realistic next step.
- Understand the three-step flow
- Use the map without second-guessing it
- Turn the meeting into action afterwards
Guidance Suite
Current route:Overview
Move between role journeys, reference tools, and source materials without losing your place.
Routes
Maps & Pathways Guidance
Guided Product Experience
Guidance for better professional growth conversations
Guidance is organised the way people actually use it: start quickly, choose the route that matches your role, then go deeper only when you need more structure.
3
Role-based journeys
3
Conversation steps
7
Reference models
The Shift
Move from paperwork to better conversations
The aim is simple: make it easier for people to start well, talk more honestly, and leave with clearer next steps.
What usually goes wrong
- Annual reviews can feel high stakes and low value.
- Two people can leave the same meeting with very different views of performance.
- Paperwork creates effort without giving leaders useful insight.
- Too many processes focus on outputs and say too little about behaviours.
What this journey changes
- Make the conversation visual and easier to enter.
- Keep the focus on development, not bureaucracy.
- Support judgement with flexible tools rather than scripts.
- Give leaders reporting they can actually use.
- Let each organisation shape language, labels, and structure around its own culture.
Choose Your Route
Start where the real conversation is happening
You do not need the whole pack at once. Pick the route that matches the person, the decision, or the conversation in front of you.
For Line Managers
Appraiser
Lead a calmer, more evidence-led conversation and know what to do when views do not line up.
- Handle mismatched views well
- Use feedback models when they help
- Keep trust while still challenging clearly
For Trust Leaders
Organisation
Use the platform to support consistency, reporting, calibration, and better operational insight across the trust.
- See patterns beyond individual meetings
- Support managers more consistently
- Configure around your culture and structure
How It Works
Built for scanning first, depth second
The route is layered so people can orient themselves quickly, act on what matters now, and still find deeper models when the moment calls for them.
Start
Get oriented fast
See the shape of the approach in a few minutes, without opening the whole pack.
Choose
Follow your role
Appraisees, appraisers, and leaders each get a route that starts with what they need first.
Deepen
Go deeper only when needed
Keep the heavier models and reference material available, but out of the way until the moment they become useful.
Platform Scope
The guidance pack describes a wider growth model
The deck is not only about the appraisal meeting itself. It also describes the reporting, development, and operational layers that make the conversation useful across the organisation.
Core Conversation
Start with the map, not the paperwork
The source pack centres the three-step conversation because that is the part every trust needs to land well first.
- Use one shared map to discuss what is happening and how it is happening.
- Keep marker placement visual, explainable, and tied to the role.
- Let the gap between markers do the work instead of over-scripting the meeting.
Insight & Intelligence
Turn meetings into something leaders can read
The deck does not stop at the meeting itself. It expects the organisation to spot patterns, compare groups, and calibrate manager judgement over time.
- Read marker clustering through heat maps, distributions, and filtered views.
- Move from organisation-wide patterns into specific people, markers, and cases.
- Use reporting as a calibration and follow-through tool, not just a dashboard.
Growth & Progression
Keep development activity around the conversation
Professional growth becomes more useful when appraisal links cleanly to development, wider feedback, progression signals, and local support.
- Connect meetings to CPD, opportunity signals, and future pathways.
- Bring in 360, reflective tools, or deeper diagnostics only when they answer a real need.
- Keep guidance, help content, exports, and people-data workflows close to the platform.