Welcome back for the third part of the Performance
Evaluation Interview topic. We have
already looked at the Pre-Evaluation Information and the Performance Evaluation
(PE) Document itself. Next we will talk
about giving the interview itself.
Please feel free to comment about your own workplace experiences
regarding Performance Evaluations that you may have seen at your own workplace
down below.
PERFORMANCE
EVALUATION INTERVIEWS:
GIVING THE INTERVIEW
Following every review period, you will be required to
provide feedback to an employee, discuss their performance, and have them sign
the PE document. This can sometimes be
challenging, but hopefully it will be a smooth process provided you have done
your homework. Try to give at least a
week’s notice when scheduling the interview so that the employee can adjust
their schedule. Be sure to perform the
interview in an appropriately private location.
Starting the
Interview
If you have an accurate PE document in hand and you have had
your cup of coffee, you ought to be ready to go. It is suggested that you start the interview
with some rapport building. Even though
you are probably already familiar with the employee, it is likely that they are
a bit nervous given the weight that is often given to the Performance
Evaluations. A good PE score might mean
a better life for the employee’s family and a bad one could devastate them. Open with an Icebreaker to help ease them
into the interview. A good question to
open would be, “How is your day going?” or “How about them Phillies last night?” Remember to smile a little, as a smile will
convey comfort to the employee. Do not
smile too much or it might seem creepy.
Provide the introduction to the interview. Explain to the employee the purpose of the
Performance Evaluations. Be sure to tell
them about the rating system. Some
candidates may become defensive if they find out they have a three instead of a
five. Discussing the fact that most
people get threes, and threes are okay, can help alleviate that
defensiveness.
Performance Measures
It is time to walk the employee through the PE document. It may be useful to give the employee their
total composite score up front. It is
not a secret that needs to be revealed at the end. Providing that total score in the beginning
will release some of the apprehensive energy that may have built up in your
employee. In my opinion, the best way to
go through the document is to start at the top and work your way down. Discuss each Performance Measure and provide
some background on the criteria that their performance was based on. Provide the employee with your reasoning for
the grade that you gave them. Hopefully
the employee had provided some input previously which will make easing their
concerns easier now. Take the time to
listen to any questions or comments you employee asks. Listen actively, taking the time to paraphrase
the employee’s answers back to them to ensure clarity. Compare how the employee did during this
evaluated period versus what the employee’s PE score was in previous periods.
Closing the Interview
Let the employee know that there is room to grow. Ask the employee about where they want to be
in six months. Remember that it is
important to encourage the employee to talk.
Open ended questions and positive silence can help them provide
answers. Avoid becoming too critical or
talking down to the employee during this phase of the interview. Your goal is to provide the employee with a
jumping off point for the next several months.
Give them some praise, let them know that the company is committed to
their success, and try to end the interview on a positive note. Ask the employee to sign the PE document and
let them know that you will provide them with a signed copy in a couple of
days.
And remember all of
you Human Resources professionals: Be
Human... Be a Resource... Be a Resource
for Humans.
Disclaimer: The views
expressed in this post are by the author Trevor Stasik, and do not necessarily
reflect the views of any employer or any other organization. Please note, this
information is based on my understanding and is only to be used for
informational and educational purposes.
Do not take what I am writing as advice.
Seek your own legal counsel and/or see a tax accountant before making
business or personal decisions. The
author of this post makes no representations as to the accuracy or completeness
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The owner will not be liable for any errors or omissions in this information
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