The appraisal interview will help you recognize your problem areas as well as an opportunity to discuss them. For example, identifying specific performance criteria for each job and making accurate and consistent ratings are critical performance-appraisal skills, but they re technical skills, not interpersonal ones. The most part, the interpersonal aspects of performance-appraisal surface in the performance review interview. The performance-appraisal interview can be broken down into the same four stages as the interview. Think back on your experiences with the team member.
Opening Put the person being appraised at ease.
People do not like hearing their work criticized. Question and Discussion Obtain the participation of the team members being appraised. The more they talk, the more satisfied they will be with the appraisal. Encourage the employee to engage in self-evaluation. If the climate is supportive, employees may openly acknowledge performance problems you ve identified, thus eliminating your need to raise them.