The purpose of a disciplinary interview is to discuss a particular incident or initiate a personnel action. The contribution appraisal focuses on what the employee has contributed to the firm and how the employee met the objectives and responsibilities. The contribution interview allows the employee to explain why he deserves a pay increase or promotion. The personal development appraisal should provide a supportive atmosphere, where the employer and employee can discuss how the employee can improve future performance through self-learning and growth. The purposes of the development and contribution appraisals are incompatible and should be conducted at different times.
Some organizations separate the evaluations by six months.
Evaluation interviews can be uncomfortable experiences for both superiors and subordinates. Poorly-conducted interviews can result in disappointment, anger, or resentment rather than increasing performance and improving personal development. Anticipating an adversarial encounter, some supervisors postpone or eliminate evaluation interviews. This prevents the employee from obtaining adequate performance feedback. Develop a comfortable interview style.