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POST APPRAISAL INTERVIEW
The post appraisal interview has been considered by most of the organizations, as well as employees, as the most essential part of appraisal system. This interview provides the employee the feedback information, and an opportunity to the appraiser to explain the employee his rating, the traits and behavior he has taken into consideration for appraisal etc.
It also gives the opportunity to the employees to explain his views about the rates, standards or goals, rating scale, internal and external environmental causes for low level of performance, his resources responsible for performance, etc. Further, it helps both the parties to review standards, set new standards based on the reality factors, and helps the appraiser to offer his suggestions, help, guide and coach the employee for his advancement.
(1) To let employees know where they stand;
(2) To help employees do a better job by clarifying what is expected of them;
(3) To plan opportunities for development and growth;
(4) To strengthen the superior-subordinate working relationship by developing a mutual agreement of goals;
(5) To provide an opportunity for employees to express themselves on performance related issues.
Managers can decide the interview process/procedure. However, the following guidelines help the managers in conducting interviews:
(a) Encourage for Self-Assessment: Encourage the employees to have self-assessment, before appraisal interview. This enables employees to have input before the interview.
(b) Invite Participation: Employees participation in the discussion enables the employees to improve his/her performance. Employees’ viewpoints/problems will be known to the appraiser.
(c) Express Appreciation: Give positive feedback by praising appraise with regard to positive contributions.
(d) Minimize Criticism: Consider whether criticism is really necessary or not. Don’t exaggerate the weak points of the employee. Convey the criticism from a positive point of view or areas of further improvement.
(e) Change the Behavior, not the Person: Managers should identify undesirable behavior and advise the appraise to change it in the manager it is desirable.
(f) Focus on Problem Solving: Interview should focus on problem solving rather than criticizing.
(g) Be Supportive: Use the language, and body language, which indicate a supportive approach to the appraise.
(h) Establish Goals: Establish specific goals and action plans for appraise and communicate them to him/her.
(i) Follow-Up: Follow-up for improvement of performance with regard to improvement in skills, knowledge and behavior, which should lead to improvement in performance.
Thus, post appraisal interview is most helpful to the employee as well as his superior.
The post appraisal interview has been considered by most of the organizations, as well as employees, as the most essential part of appraisal system. This interview provides the employee the feedback information, and an opportunity to the appraiser to explain the employee his rating, the traits and behavior he has taken into consideration for appraisal etc.
It also gives the opportunity to the employees to explain his views about the rates, standards or goals, rating scale, internal and external environmental causes for low level of performance, his resources responsible for performance, etc. Further, it helps both the parties to review standards, set new standards based on the reality factors, and helps the appraiser to offer his suggestions, help, guide and coach the employee for his advancement.
(1) To let employees know where they stand;
(2) To help employees do a better job by clarifying what is expected of them;
(3) To plan opportunities for development and growth;
(4) To strengthen the superior-subordinate working relationship by developing a mutual agreement of goals;
(5) To provide an opportunity for employees to express themselves on performance related issues.
Managers can decide the interview process/procedure. However, the following guidelines help the managers in conducting interviews:
(a) Encourage for Self-Assessment: Encourage the employees to have self-assessment, before appraisal interview. This enables employees to have input before the interview.
(b) Invite Participation: Employees participation in the discussion enables the employees to improve his/her performance. Employees’ viewpoints/problems will be known to the appraiser.
(c) Express Appreciation: Give positive feedback by praising appraise with regard to positive contributions.
(d) Minimize Criticism: Consider whether criticism is really necessary or not. Don’t exaggerate the weak points of the employee. Convey the criticism from a positive point of view or areas of further improvement.
(e) Change the Behavior, not the Person: Managers should identify undesirable behavior and advise the appraise to change it in the manager it is desirable.
(f) Focus on Problem Solving: Interview should focus on problem solving rather than criticizing.
(g) Be Supportive: Use the language, and body language, which indicate a supportive approach to the appraise.
(h) Establish Goals: Establish specific goals and action plans for appraise and communicate them to him/her.
(i) Follow-Up: Follow-up for improvement of performance with regard to improvement in skills, knowledge and behavior, which should lead to improvement in performance.
Thus, post appraisal interview is most helpful to the employee as well as his superior.