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The second component of a performance interview is the actual discussion of an employee’s job performance. Recommendations for an effective discussion include:
1. Come prepared. Both the Supervisor should prepare objectives ahead of time and time and be able to cite specific example support observations and recommendations. 2. The employee should present his / her self – assessment first. The employee’s objectives are to present information regarding his or her job performance, pointing out strengths, and seeking assistance in areas where problems exist. This promotes openness and provides insight on how the employee view his or her responsibilities and performance 3. The supervisor should present his or her assessment of the employee performance after hearing the employee’s assessment. Areas of agreements should be discussed first, followed by areas of disagreement. Finally, any pertinent topics that were not brought up by the employee should be mentioned. The supervisor’s objective is to help the employee improve performance or develop skills to become a more productive employee. 4. Communication should be two – way. A dialogue should occur between the employee and the supervisor, with neither participant dominating the …show more content…
Setting Training and development goals. Employee should be prepared to state his or her future plans for development. Discuss these plans realistically and set up appropriate goals and time tables. Supervisors should feel comfortable adding or suggesting development goals with the approval of the employee
C) Closing the Interview.
An important aspect of the entire process is how the interview ends. The following actions should be included in the closing portion of the interview.
• Summarize what has been discussed and agreed upon, making sure of consensus on all – important points. Do this positively and enthusiastically. • Give the employee an invitation to react, question and share additional ideas and suggestions. • Make arrangements to follow upon specific points if needed • Set a date for the next performance review session. ( -Semi annual or quarterly ) • Thank Each other for the time and energy that went into the review and end the interview on a positive or encouraging note. • Complete disseminate the Appraisal Form as earlier.
Avoid these Mistakes when Completing a Performance
1. Come prepared. Both the Supervisor should prepare objectives ahead of time and time and be able to cite specific example support observations and recommendations. 2. The employee should present his / her self – assessment first. The employee’s objectives are to present information regarding his or her job performance, pointing out strengths, and seeking assistance in areas where problems exist. This promotes openness and provides insight on how the employee view his or her responsibilities and performance 3. The supervisor should present his or her assessment of the employee performance after hearing the employee’s assessment. Areas of agreements should be discussed first, followed by areas of disagreement. Finally, any pertinent topics that were not brought up by the employee should be mentioned. The supervisor’s objective is to help the employee improve performance or develop skills to become a more productive employee. 4. Communication should be two – way. A dialogue should occur between the employee and the supervisor, with neither participant dominating the …show more content…
Setting Training and development goals. Employee should be prepared to state his or her future plans for development. Discuss these plans realistically and set up appropriate goals and time tables. Supervisors should feel comfortable adding or suggesting development goals with the approval of the employee
C) Closing the Interview.
An important aspect of the entire process is how the interview ends. The following actions should be included in the closing portion of the interview.
• Summarize what has been discussed and agreed upon, making sure of consensus on all – important points. Do this positively and enthusiastically. • Give the employee an invitation to react, question and share additional ideas and suggestions. • Make arrangements to follow upon specific points if needed • Set a date for the next performance review session. ( -Semi annual or quarterly ) • Thank Each other for the time and energy that went into the review and end the interview on a positive or encouraging note. • Complete disseminate the Appraisal Form as earlier.
Avoid these Mistakes when Completing a Performance