Four rules for conducting a performance report interview with an employee

The end of the year is often a time when employers meet face to face with employees to review the past twelve months. If you do not have such meetings in your company, you should definitely start this year because they are an excellent opportunity to become mutually familiar with each other's expectations and suggestions for improvement. Here we offer four guidelines on how these meetings should be conducted.

Illustration

Do not focus on the details

Such meetings are not about listing details. According to HR Morning, many HR specialists kill the potential of the meeting by talking with employees only about unimportant things. Have a plan and stick to it. Focus on major topics, such as how to increase work performance, what keeps the worker from achieving set goals, and so on.

Invite someone who has the expertise

The meetings should be conducted not just by HR specialists, but also by managers who understand the given issue. The meeting cannot be vague and should deal with specific items. But that is not possible if the HR specialists are unfamiliar with the technical details of the work done by the given employee.

Do not focus only on the negatives

A big mistake often made at such meetings is that the HR specialist focuses only on what does not work, both in the feedback and in questions. The issue of what is wrong according to the employee definitely needs to be raised, but the meeting should not deal only with negatives. It is often equally important to know what works, which changes went well and what principles should be supported so the working environment and work performance of employees can improve even further.

Contact the employee again later

If you have discussed everything thoroughly with the employee but then no change occurs and the employee receives no feedback on what you were talking about, it might happen that next time and even during the year the given individual will not tell you much. After some time has elapsed, get in touch with the employee again and offer feedback on what you talked about, or at least thank them for their cooperation.

 

-mm-

Article source HR Morning - American portal for HR managers
Read more articles from HR Morning