Preparation
☐ Know the objectives and goals of the meeting.
☐ Anticipate questions and be as prepared as possible to provide explanations.
☐ Choose a quiet, private space with as few interruptions as possible.
Conducting the interview
☐ Create a positive environment and help the employee feel at ease.
☐ Give balanced feedback, both positive and negative, but start with the positive.
☐ Focus on the job, not the person.
☐ Provide examples of both positive and negative behaviors.
☐ Ask questions and allow the employee to provide feedback.
☐ When discussing areas for improvement, discuss methods and objectives for improving.
☐ Discuss possibilities for advancement, the employee's aspirations and professional development necessary to be a candidate for such future positions.
Concluding the meeting
☐ Summarize and review the important points of the discussion.
☐ Restate the action steps that have been recommended and provide a time frame for completion.
☐ Make sure the employee reviews the appraisal and provides written comments.
☐ Have employee sign the form to acknowledge that he or she has received the appraisal and had the opportunity to discuss the contents. Explain that a signature does not indicate agreement with the content.
Follow-up
☐ Follow-up with the employee to see how goals and objectives are proceeding within the given time frames.
☐ Offer the employee assistance in achieving goals and objectives and encourage discussion of successes and obstacles.
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An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
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