How To Evaluate Performance Appraisal Interview

QUESTION 3

3.1 Evaluating performance appraising interview.

Performance appraisal interview – it is a process that conducted after a certain period (quarterly or annually) to assesses the employee’s job performance and productivity in relation to certain pre-determined criteria and organizational objectives.

The performance appraisal is conducted for the following reasons:

• To show appreciation to the employee for their contribution in the organisation

• To inform the employees of their overall performance appraisal and the criteria that is used to determine the rating

• To have a dialogue with the employees on where they can correct their performance weaknesses and to build up on their strengths.

• Clarify any misunderstanding about

• Put the employee at ease and establish a relationship. This can be done through a pleasant greeting and a friendly statement that is of interest to the employee which would quick reply.

• Explain the purpose of the interview to the employee and how he or she will be appraised.

• Provide an explanation on the criteria that will be used in determining the rating.

Case Study

• The manager does not show professionalism because Jack himself came with a performance plan from another department and she is not concerned about it however she is friendly during the conversation.

• The manager is however showing interest in Jack to improve his performance but her comment that she heard from a colleague that Jack’s communication skills needs to improved might make an employee to be more comfortable and may raise questions and the manager’s credibility.

• No discussion on the purpose of the interview and again no explanation on the criteria used to come up with the ratings.

During the interview, the manager must:

• Compliment the employee without going to extremes. If the employee is not recognized, he/she may have at attitude towards the interview. However, overdoing the compliments will raise questions about the supervisor’s honesty and

• Ensure that the employee understands what is expected of him/ her.

• Allow the employee to express reactions to the evaluation. This might help in discovering the underlying causes for minimal performance.

• Ensure that the conversation is a dialogue not a one way and avoid irrelevant topics.

• Give the employee the opportunity to make suggestions on how he/she thinks can improve the job performance.

• Use this opportunity to guide employees towards improvement.

• Remain calm and professional but maintain objectivity despite any negative remarks that the employee may tend to make.

• If the employee gets angry, the must listen to the concerns and not attempt to convince the employee of anything while he/she is angry.

• Maintain the respect to the employee.

• Encourage the employee’s commitment and ensure that you will make a follow up.

• Ensure that he/she document the agreement and ensure that they all agree to it.

Case Study

• No compliment is provided to Jack, only concerns is what Elsa is focusing on however she showed empathy and understanding on the problems Jack encountered and helped identifying ways to address those