Employee Appraisal Interview

Employee Appraisal Interview

1. Definition

   • Appraisal interviews are feedback sessions between employees and the manager that offers the opportunity to systematically discuss work and performance of the past year – tasks, work conditions and cooperation, resolve problems and misunderstandings, mutually voice acknowledgement and critique in a factual matter, agree on measures to boost development and further education and mutually agree on long term goals and focus points.

2. Purpose

   • Gives the opportunity to employee to explain his views about the ratings, standards, rating methods, internal and external causes for low level of performance.

3. Importance

   • • Ensure employee is working effectively • Carried out their tasks at an appropriate level of performance • Allows supervisors to provide feedback to their staff • Create two-way communication between both individual

4. Who conducts

   • 1. Immediate supervisor 2. Peer Appraisals 3. Rating Committees 4. Self-ratings 5. Appraisal by subordinates 6. 36-degree feedback

5. When

   • After supervisor appraised employee, occurs at least once a year

6. How to conduct

   • 1. Preparation
     • Supervisors
     • Employees
   • 2. Conducting
     • Step 1: Start with an ice breaker
     • Step 2: Explain purpose of interview
     • Step 3: Work through perf. measure
     • Step 4: Agree on perf. measures and standards for next perf. period
   • 3. Closing
     • Summarize
     • Schedule follow-up
     • End on a positive note
   • 4. Following Up
     • • Provide psychological/physical support
     • • Show interest by walking around & offering assistance
     • • Arrange necessary training/coaching
     • • Provide regular feedback on performance
     • • Create pleasant working environment

7. Factors affecting

   • • Effective listening
   • • Obtain the interviewee commitment
   • Ensure the appraiser attitude is optimistic & professional
   • • Asking questions
   • • Preparation
   • • Trained Supervisors
   • Co-operative and participation

8. Pitfalls

   • • Comparison damages teamwork • Appraisal is not blame • Lack of seriousness • Measuring or appraising the trivial • Applying same techniques for all employees • Lack of training on performance appraisal • Rating errors
   • Overcome with:
     • • Following correct procedures and steps in conducting an interview • Communicate • Provide Training • Use other appraisal assessment methods • Clear understanding of the importance of appraisal interview