The performance appraisal interview - getting it right

Summary

This video emphasizes the importance of performance appraisals in managing team performance. It highlights how appraisals provide a chance to assess achievements, offer feedback, and align individual performance with company objectives. The focus is on two key aspects: results (what was achieved) and competencies (how it was achieved). Competencies include qualities like attention to detail, initiative, and flexibility. The video aims to guide managers in using appraisals effectively to support both individual and team growth.

Takeaways

• 😀 The performance appraisal process is crucial for managers to assess and manage team performance.
• 😀 Appraisal interviews provide an opportunity to give feedback and review an individual's work over the past year.
• 😀 The appraisal meeting is designed to compare individual performance to the company's competency framework.
• 😀 The appraisal interview is a chance to praise achievements and address areas for improvement.
• 😀 Managers should make the appraisal meeting about the employee, giving them a chance to voice their views.
• 😀 Appraisals should focus on both results (achievement of objectives) and competencies (skills and behaviors).
• 😀 Results refer to what the individual achieved in comparison to their set objectives and targets.
• 😀 Competencies are the personal capabilities and behaviors, such as quality focus, initiative, and flexibility.
• 😀 Competencies like attention to detail, creative problem-solving, and adaptability are key aspects to assess.
• 😀 The appraisal process is meant to help both the manager and the employee align their objectives for continued improvement.
• 😀 Appraisals provide a summary of achievements and challenges over the past 12 months, aiding future development.

Q & A

What is the primary tool for managing team performance, according to the script?

The primary tool for managing team performance is the performance appraisal.

What is the purpose of the appraisal interview?

The appraisal interview is an opportunity to assess and give feedback on staff performance, review achievements, and address areas that need improvement.

How should the appraisal meeting be viewed, according to the manager in the script?

The appraisal meeting should be viewed as the employee's meeting, not the manager's, giving the employee the opportunity to share their thoughts and reflections.

What are the two key areas to assess in an appraisal, as outlined in the script?

The two key areas to assess in an appraisal are results (the individual’s achievements against their objectives) and competencies (how they achieved their objectives and the personal behaviors demonstrated).

What are examples of competencies mentioned in the script?

Examples of competencies include quality focus, initiative, and flexibility.

What does quality focus entail in terms of competencies?

Quality focus involves paying attention to detail and having a concern for quality in the work produced.

What is meant by initiative in the context of competencies?

Initiative refers to the ability to work with minimal guidance and to take creative approaches to problem-solving.

What does flexibility refer to in the context of the appraisal?

Flexibility refers to being adaptable and open-minded, able to switch focus depending on changing demands.

Why is the appraisal considered a summary of the past year?

The appraisal is considered a summary because it reviews achievements and progress made over the last year, reflecting on the previous discussions and setting the stage for future objectives.

What does the manager want to hear from the employee during the appraisal meeting?

The manager wants to hear the employee's own reflections and feedback, allowing the employee to share their perspective on their performance.