Prepare for the interview
• Analyse the past year’s performance with your colleague
• Help your colleague determine the areas in which he or she needs to improve
• Establish objectives together that relate both to the company’s needs and the individual’s needs
and motivations
• Plan your support during the year to help your colleague succeed
• Use techniques which facilitate mutual communication and understanding during the interview:
active listening, empathy, questioning, rephrasing
Often seen as an inconvenient obligation, the appraisal interview, if conducted properly, is in reality one of the manager’s key levers for performance and motivation.
In less than two hours, a manager who is well trained in conducting these interviews can help his or her colleagues draw on their strengths to renew commitment, set themselves ambitious objectives and anticipate their development in the company.
On a companywide scale, having a majority of managers who conduct the appraisal interview well represents a considerable difference in terms of performance: teams are more motivated, with clear objectives and a monitoring system to ensure that these objectives are achieved.
Designed based on a straightforward operational method, this course reveals the secrets of annual appraisal interviews and helps you get the most out of them.
Learning plan
Master the basic rules of the annual appraisal interview
• The challenges of the interview, subjects to be addressed and those to avoid
• The attitude to adopt during the interview and the importance of preparation
• The key stages of the annual appraisal interview and the types of questions to ask at each stage
Put yourself in a position to listen and avoid making judgments
• The concept of the perception filter: how the same reality can be experienced differently depending on the two parties
• Understand the values and representations behind what is at play
• Reinforce your listening skills
• Learn to question and rephrase wisely
Derive a concerted action plan
• Defuse potentially delicate situations
• Adapt objectives to the motivations and independence of the person
• Plan the monitoring after the interview