Important functions of the successful Appraisal Interview process –assuming that the overall process has the willing participation of the employee are as follows:
- Support – The interviewee should be able to perceive a helpful and constructive attitude on behalf of the appraiser
- Analysing and solving Problems – Research has shown that the more the interview is focussed on identifying and solving problems getting in the way of the employee’s performance, the more likely performance improvement will be an outcome
- Limited Criticism – Research suggests that those areas of work that were the most heavily criticised were less likely to be followed by performance improvement than those that were more lightly criticised. As human beings this makes sense it’s a wonder it took research to tell us!
- Goal Setting – the process of setting small numbers of performance improvement goals in an appraisal interview is more likely to be followed by improvement than a more general review
- Coaching – As more organisations realise that performance management is a continuous process about getting things done well, and not a one-off appraisal then the skill of managers to support the employee through coaching to enhance the chances of goals being achieved is vital. This, of course, means that managers have to become much more skilled in the less traditional “soft skills” and may mean they need support themselves.