Conducting the Appraisal Interview

Appraisal Definition: An appraisal is the act of assessing an employee or a member of a team. These are normally taken place within an interview and are a terms of analysing the performance of that employee. From the analysis employees are normally given advice on how to improve, which they can use to make aims and objectives to build upon until the next appraisal interview occurs. Step 1: Prepare Preparing for the interview is very important, having a prepared interviewer will make the interviewee more confident that the review of their performance is being done properly and this in turn will make them more likely to listen to advice given. To prepare for an appraisal the interviewer needs to make sure there are no distractions, by removing the phone etc., make sure the room is set up so that the person being reviewed is comfortable, both mentally and physically. As well as this its important that the last appraisal done with this person is looked at, so that objectives which should have been achieved can be checked and its then possible to easily build upon what has already been covered over the years with this employee. It also means that the person being reviewed will be more confident that the reviewer is trying to do everything properly. Information should also be gathered from any of managers supervising this person. The most important aspect of being prepared is that both sides of the appraisal know what the point of the meeting is, what will be happening and why it will benefit them and the organisation. A good way to get to...

How to Approach an Appraisal

There are 6 main steps to approaching an appraisal situation, these are outlined below in bold, the extra text are some notes to help understand what to do and what not to do. Starting the Appraisal Good News First Vs. Bad News First Handling the Bad News – Criticising Make sure to note what they did well, adding confidence, but including the criticism Set objectives and ways the person can improve, so that they have something good to take from it Make the person think about themselves and work out the problem. If they understand what is wrong with themselves, they will be able to change it easier. Getting Information – Asking the Right Questions Don’t go back over points, as the employee will think the review is going in circles. Ask questions until the correct answer is given. Don’t use questions that lead to an answer Ask open questions Don’t show emotions Probe and check the employee to make sure the correct information is being given Listening to the Answer Summarising Let the employee do the summary, to make sure that they have taken in the review and they feel OK with what has been said. More on This Subject To delve in deeper to this topic we recommend the following articles from MyHRMBook.com; How to Conduct an Appraisal Interview How to Plan an Approach to an Appraisal Interview How to Set SMART Goals to Improve Performance Management We also suggest you read these articles from around the web; Six steps for performance appraisal success Performance Management Process Checklist Key Learning Points To keep it in you head whilst...

Appraisals and Performance Management

Appraisal Definition: An appraisal is the act of assessing an employee or a member of a team. These are normally taken place within an interview and are a terms of analysing the performance of that employee. From the analysis employees are normally given advice on how to improve, which they can use to make aims and objectives to build upon until the next appraisal interview occurs. Performance Management Definition: To keep an organisation working as effectively and as efficiently as possible, performance management is used. It is a process where expectation and objectives are set by both the employee and employer, and every certain amount of time, these are looked at and analysed to see where improvements could be made. The annual appraisal in an organisation is a very important time of the year, it allows employees to talk to their bosses, learning and developing their skills and also it allows the bosses to find out how objectives have faired and whether everyone has performed to a high enough standard. Not only does it help with performance, but it is a way to interact and make employees feel more motivated, as it gives them an opportunity to talk to people higher up than them. Its a way of sharing understanding and building upon experiences. Objectives of an Appraisal The following defines why the need of appraisals is there and why we use them so often in today’s organisations. To help see what individuals skills and potential is, allowing a company to build a database which they can look into and see people who are right for the job, quickly, helping efficiency....