Performance Management and Appraisals
Programme Overview
iCON Infrastructure LLP approached Impact Factory to help support the rollout of their new performance management structure. Performance Management and Appraisals became crucial as historically, only senior staff had conducted performance reviews. With significant company growth (16 new hires in the previous year), iCON introduced a two-reviewer model: a Primary Reviewer to lead the appraisal, and a Secondary Reviewer to support.
Given that many new reviewers had limited experience in performance management or line management, the objective was to give them the tools, mindset, and confidence to conduct constructive, motivational reviews -while handling feedback, promotions, and development conversations with skill and empathy.
Programme Overview
- Format: 2 x 2-hour workshops delivered in-person to mixed cohorts
- Participants: New Primary and Secondary Reviewers from across the business
- Facilitator: Ottillie Parfitt
- Location: iCON’s London offices
- Style: Practical, conversational, and confidence-building
Key Content
We designed and delivered two 2-hour, in-person interactive workshops covering the following themes:
Session 1 – Preparing for Reviews
- Understanding the purpose and structure of performance reviews
- Defining the roles of Primary and Secondary Reviewers
- Planning and preparation using feedback and self-assessments
- Questioning and listening skills to co-create SMART objectives
- Handling common challenges, such as providing feedback to newer employees and discussing promotions constructively
Session 2 – Conducting the Review
- Using emotional intelligence to build trust and psychological safety
- Structuring effective feedback using frameworks like PREP and “The Best Surprise is No Surprise”
- Motivating others through recognition and strengths-based discussion
- Managing strong emotions and keeping the conversation on track
- Ending well: summarising, agreeing SMARTER objectives, and planning follow-ups
We also explored listening styles (listening for fix, fact, and feeling), and shared practical tools such as the TED questions model, funnel questioning, and scaling questions to guide conversations.
Desired Outcomes
- Reviewers understand their role in iCON’s new performance review process
- Increased confidence in preparing and leading structured, meaningful review conversations
- Improved ability to synthesise feedback and co-create developmental goals
- A stronger culture of trust, recognition, and ongoing performance dialogue
Impact
Participants left the sessions with clarity on their responsibilities, greater comfort with having structured feedback conversations, and practical frameworks to guide their review process.
See What We Can Do For You
If you like what you’ve seen and would like to know more please contact our team.
It was a pleasure to meet and work with this group during the Performance Management and Appraisals Workshop.
We really appreciated your engagement throughout the session and enjoyed the thoughtful discussions that took place.
As you move forward with your appraisal conversations this year, we wish you the very best. Remember—at its core, an appraisal should be a positive and productive conversation, one where the reviewee leaves feeling inspired and motivated. Keep that intention at the heart of the process, and you’ll be on the right track!
