How to conduct a performance appraisal interview
Most employees want to know: ‘How am I doing?’ Regular staff performance appraisals should fulfil that need and more. At least annually, staff member and manager review the employee’s past and present performance and set future directions. The most effective sessions are simple; they encourage open dialogue between manager and employee. Here are some steps to follow when conducting a performance appraisal interview...
1. Allocate interview times for all employees.
Employees need to know well in advance the date and time for their performance appraisal interview. The meeting may occur during the month of the staffer’s birthday or at some other mutually convenient time. This gives you and the staff member adequate time to prepare for the meeting.
2. Encourage the employee to prepare for the session.
With adequate forewarning, the job holder should be able to prepare for the session. The design of the interview form or an agenda can assist in this regard. Ask the employee to focus particularly on personal performance since the last meeting, comparing against goals previously agreed to.
3. Prepare yourself for the session.
As part of planning, assemble material relevant to achieving your outcomes. Review the records of the employee’s past performance appraisal meetings and decide if there are any other issues you wish to raise or emphasise. Arrange for a location where you will not be interrupted and ensure you both allocate sufficient time for the meeting.
