The performance Appraisal interview offers an opportunity to discuss and compare perceptions of an employee’s job performance. Through open communication a supervisory and employee can assess job performance, measure actual result against expected results and plan for the future. The interview should not be used as a vehicle to bombard the employee or the supervisor with criticism, failures, faults, and / or errors.
a) Opening the interview: The climate of the interview is essential to its outcome. The supervisor should set a tone for the interview that exhibits openness and support. Once this tone has been set, an employee will be more likely to share assessments of his or her performance, discuss strengths and weaknesses and commit to the development plans that are set in the interview. To set the tone, a supervisor should:
1. Review the purpose of the meeting. Clarify any questions the employee has and reaffirm that the interview serves to promote employee development through identifying job responsibilities, reviewing performance roles, Overall rating of performance and preparing a plan for improved or enhanced performance.
2. Regard the employee as an individual. Special concerns should be given to the employee’s communication style, new assignments, increased job responsibilities and performance standards. These considerations should guide the supervisor as he/she deals with the employee.
b) Discussing performance. 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...