Start with the aim of putting the person at ease. Most people don't like to hear their work criticized, so be supportive and understanding and create a helpful and constructive climate. Begin the interview by explaining what will transpire during the appraisal and why. Keep your appraisal goal-oriented, and make sure that your feedback is specific. Vague statements provide little useful information. Where you can, get the person's own perceptions of the problems being addressed--there may be contributing factors that you are unaware of. Encourage the person to evaluate themselves as much as possible. In a supportive climate, they may acknowledge performance problems independently, thus eliminating your need to raise them. They may also offer viable solutions.
At the end of the interview, ask the recipient to rephrase the content of your appraisal. This will indicate whether or not you have succeeded in communicating your evaluation clearly. Finish by drawing up a future plan of action. Draft a detailed, step-by-step plan for improvement. Include in the plan what needs to be done, by when, and how you will monitor the person's activities.
ACTION POINT: Ask yourself...Am I prepared for the appraisal? Have I carefully considered the employee's strengths as well as their weaknesses? Can I substantiate, with specific examples, all points of praise and criticism? Have I thought about any problems that may occur in the appraisal interview? Have I considered how I will react to these problems?
No comments:
Post a Comment