Every year it is a recurring moment in many organizations: the appraisal interviews. During this conversation, the employee's performance is assessed. And although it is good to talk about growth and development, the appraisal interview is increasingly under fire. Organizations stop assessing and abolish the annual assessment interview. The reason is that they want to focus more and more on the growth and development of the employee and put the control much more in the hands of the employee. Does this mean that you no longer assess at all? No. Because you are in constant conversation with each other instead of just 3 times a year, it is just a different way of assessing.
We also call the continuous conversations between the employee and manager the heartbeat of the organization. On the one hand so that the organization knows what the employee needs in his development and daily work, on the other hand so that the manager gets feedback from the employee on where the organization can improve. But how do you conduct these conversations? And what questions do you ask the employee during these "assessment conversations"? Read more below the infographic.
1. How are you doing?
One of the most important questions to ask during these ongoing conversations: how are you doing? It may sound weird to ask, but it is super important to know how your employees are doing. Both at work, but also in private. After all, personal issues can affect employees' moods and work performance. By talking about this, you build trust and this ultimately ensures less long-term sick leave. A good and open relationship between the employee and the manager makes it easier to discuss matters. It is up to you, the manager, to take the initiative in this.
2. Is there a particular part of your job that you do reluctantly?
Employees should be happy in the work they do. Of course, some tasks are always more fun than others, but are there any tasks that the employee is really reluctant to do and that make them really unhappy? Is that the case? Then it causes stress and they do not function 100%. And although it is not always possible to remove this task from the employee, it is good to talk about it. If you don't, then nothing will be changed anyway and there is a greater chance that dissatisfaction will continue to grow. Discuss how to make this task more enjoyable or easier.
3. What accomplishments from the past year are you most proud of?
And why exactly are you proud of that? What exactly did that do to the employee and what was the result of that. It is hugely important to dwell on successes and share them with others. Doing this releases the happiness hormone endorphins. You get a nice feeling and want more of this, which ultimately makes for even more success. Together with the employee, dwell on the successes achieved and encourage them to achieve even more of these successes.
4. What was the last time the time flew by and you went home with a big smile afterwards? &5. If you could choose one task you get to do next year, what task would it be and why?
When you went home with that big smile: What had you done then? And why did you like it so much? Employees spend most of their week at work. Therefore, it is important that they enjoy the work they do. Time flies when you're having fun. Nice colleagues, a good atmosphere, fun work, it all contributes to that big smile. In addition, it is very important for employees to be able to make a positive contribution to the organization's goals. Therefore, let employees set their own goals that align with the goals of the organization.
6. In which situation do you learn the most and can you develop optimally?
Two-thirds of Millennials consider personal development one of the most important criteria when choosing an employer. The opportunity to take developmental steps is more important than ever. Give employees the opportunity to develop. Discuss with them how they want to do this themselves and what they need from you to make this a success.
7. Do you know where your talent lies?
How does your talent add value to the organization? What do you need from me or your other colleagues to make the most of this talent? As we mentioned earlier, it is important for employees to make a successful contribution to the organization. It is therefore important that they themselves know where their talent lies and how they can utilize it in the best way. For years, the focus within companies was on training employees' skills. Nowadays the focus is much more on talents. What is each employee good at, how can we make the most of it and how can we ensure that this talent is developed further. In this way, you can continue to innovate as an organization in this rapidly changing world. So talk about this together.
8. Where would you like to be in 5 years and why? What will you need for that?
Ambition. Until a few years ago, this word was mainly associated with careerism, honor and fame. Nowadays it is much more about progress. Where does this employee want to go and what does he need to achieve it? In this regard, it is important to have your employees set goals. Without goals, you don't know what you're working toward. Translate ambition into achievable goals. In addition, it is good to set the bar high and provide continuous feedback. That way you get the best out of your employees. Together with the employee, look for opportunities to let him/her develop further.
9. How does your development contribute to the goals of the organization? What will you do to track this development?
Working together toward a common ambition, that gives tremendous energy! Make sure that all employees are working to fulfill the organization's goals. After all, you want everything an employee goal contributes to achieving the organization's long-term goals. At Treams, we have organizational goals for 2030, which are reduced to 2020 goals, and each employee aligns his/her personal goals accordingly. By working this way, you can respond to change much more quickly as an organization. In addition to all this, it is important to measure progress. With the help of Performance Management software , you will have insight into the development of each employee at any time and you will know in time when to make adjustments.
10. If you were the manager of this team starting tomorrow, what would you do differently?
Sometimes we do things that we ourselves have no idea we are doing, but that bother other people. And even the best leaders sometimes have blind spots. So it's good, as a manager, to have a conversation with your employees about what could be done better. Are you not discussing this? Then this small dissatisfaction can turn into big problems. Ask your employees for feedback. They know better than anyone how you come across, what is good and what is not. By asking what they themselves would do differently, you get concrete feedback. As a manager, be vulnerable. This way you get the best out of yourself and your employees.