Performance appraisal interviews: How to carry it successfully?

 

Do you know what performance appraisal interviews are? Whether you are the HR responsible, from the management or a worker, surely you have ever done one.

 

The performance appraisal interviews are carried out periodically with all the workers from a company to assess and evaluate the KPIs, the performance, and well-being. Overall, the interview is used to make sure that everyone is following the same lead when it comes to personal and company situations.

 

Although sometimes people give a negative connotation to follow-up interviews, with the idea that they are to "control" or "punish" the workers, their purpose is different. If the performance appraisal interviews are carried out correctly, they can become motivational (if the workers’ job is celebrated), helpful (by getting some guidelines on how to do the work), or for the future (with the creation of career plans) meetings. In addition, the interviewee can take advantage of this space to express ideas, concerns, or comments regarding the work environment.

 

 

How can you prepare for the performance appraisal interview successfully?

 

It is remarkable to take advantage of these meetings to turn them into opportunities. Thus, even if the business objectives might be the same for the whole team, it is advisable to adapt the interview to each worker.

 

If the interview is done for the first time with a newly hired person, it is a good opportunity to see in detail how they have evolved within the team and explain what is expected of him/her. On the other hand, when the interview is made with a person who has been working in the company for a long time, it is easier to prepare it by using the points discussed in the last meeting.

 

The first step is to agree between all the parties involved (manager and worker) about the place and time of the meeting. Although the responsibility of the interview falls on the person in charge, it will be more successful if the worker also prepares comments, doubts, etc.

 

Steps to follow:

• Review of the previous objectives. Firstly, it is essential to do a review of the current scenario. To have a picture of the situation, try to answer questions such as: What was expected to be achieved? Where does the company want to go? What has the person and team been working with?
• Evaluation. It is about analyzing the results, the team’s dedication, and the interviewee’s work on reaching the previous points.
• Compliments. It is time to congratulate the worker’s achievements as well as highlight and praise his/her strengths.
• Improvement points. It is also necessary to be critical of the work done, even if it can be difficult. However, the weak points should always be said constructively and respectfully so that it helps to improve and does not have the opposite effect. As a result, the person in charge can guide the worker to overcome these difficulties.
• Define future goals. Now is the time to define the goals and tasks for the next period. It is also advisable that both parties look at each goal together. This way, the goals will be realistic and focused on what the company wants.
• Worker’s feedback. After all, the worker has his/her time to express opinions, ideas, and concerns.
• Summary and conclusions. It is crucial to review the topics that have been discussed to end the interview. Therefore, you will avoid any confusion about the tasks. It is also a good time to say thank you and encourage the worker to continue with his/her work.

 

Now that you know how a performance review interview works, we hope you can approach the next one in the best way to help you and your team. Creating a good work environment and consolidated teams is essential for any company, and at Axxon we want to help you achieve it!