Appraisal interview

An appraisal interview is a formal discussion process between an employee and his/her manager. It is one of the best ways for an employee to increase productivity and change work habits. In appraisal interview, the employer and the employee discuss the performances of the individual and the key areas of improvement and how the employee can grow through a feedback mechanism.

An appraisal interview gives the employee the chance to shield himself/herself from poor evaluation by the manager. It also gives the manager an opportunity to spell out his/her reviews. It helps the employees to determine whether there is a need for training if they lack in any particular skill and who will be promoted, demoted, retained or fired.

Here, supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths. Interviews like these are often uncomfortable. Few people like to receive – or give – negative feedback. Adequate preparation and effective implementation are therefore essential.

Types:

1. Satisfactory-Promotable: The employee’s performance is satisfactory and there is a promotion ahead. This interview’s objective is to develop is to discuss the employee’s career plans and to develop a specific action plan for the professional development that he/she needs to move up.
2. Satisfactory-Not promotable: The employee’s performance is satisfactory but there is no possibility for promotion. This interview’s objective is to motivate the employee enough so that the performance satisfactory.
3. Unsatisfactory-Correctable: The interview’s objective is to find a way to correct the unsatisfactory performance.
4. Unsatisfactory-Uncorrectable: This interview is usually to warn the employee about his/her performance. The worst case would be that the employee is fired.

 

Guidelines for conducting Appraisal Interviews

The following things should be kept in minds while conducting appraisal interviews:

1. Use of work data: Use of actual numbers like productivity reports, leaves, orders and so on.
2. Don’t get personal: Try and avoid negative sentences that directly affects the employee. Compare the employee’s performance with a standard not with other people.
3. Value employee’s opinion: Encourage the employee to talk. Ask his/her opinion to improve the situation.
4. Don’t tiptoe around: Make sure the employee gets to know what he/she is doing correctly or incorrectly. Advise the employee on how to improve things.