Preparing for an evaluation interview is the best way to get the most out of it. The main purpose of an evaluation as a manager is to maximize the potential of a (new) employee. We like to help you with this. Therefore, in this blog we will tell you more about the evaluation of your employees.
Why conduct an evaluation interview?
An evaluation interview is a good way to get a better idea of what an employee has accomplished and how that person can develop within his or her position. However, we recommend that you distance yourself from any questions you might ask in a traditional evaluation interview. Instead, it is important to get to know your employees personally.
For example, you can look at what goals were or were not met, how your employee feels within the organization and whether the work is challenging enough. An evaluation interview is different from an appraisal interview. Evaluation interviews are a good way to get a clearer picture of an employee's potential and development, which you then go over together during an appraisal interview.
What can you ask during an evaluation interview?
Preparing for an evaluation interview allows you to better contribute to an employee's success. You may want to forward some questions or a questionnaire for the evaluation interview in advance, so that your employee already knows better what to expect. We have found that the questions from traditional evaluation interviews or a traditional model are not at all helpful, for you or your employee. Here are some examples that will increase the quality of the evaluation interview:
- How are you?
- Is there a particular part of your job that you do reluctantly?
- What accomplishments from the past year are you most proud of?
- In which situation do you learn the most and can you develop optimally?
- If you were the manager of this team from tomorrow, what would you do differently?
- Do you have any personal goals you'd like to achieve, within this organization or beyond?
- How can I help you further?
Also, ask your employees how many evaluation moments they need. After all, one person is not the other. Therefore, needs can be vastly different in your company. And don't worry. Scheduling these appointments can be done in a structured and well-organized way by using the Treams software.
Evaluation interview with care prepared example
If you want your evaluation interview to be prepared with care, the tips above have probably already helped you a lot. Below we give you another concrete example, so that from now on you know how best to conduct an evaluation interview.
For example, during the start of the evaluation interview we always find it important to create a pleasant atmosphere. So make it known that this conversation has a positive angle and focuses on the employee's future within the company. This way, your employee will feel less pressure and will be more open.
Then start with some lighthearted questions and probe what topics your employee likes to talk about or what they are comfortable with. Try to remember their feedback and comments well and don't interrupt them. After they have finished talking, it is important to let them know how you will contribute to your employee's well-being, success and enjoyment in the future. By the way, you keep track of this easily in Treams' tools. The software is accessible to you and the entire team, which also allows you to be constantly updated on your employees' progress.
Treams' all-in-one platform makes evaluation, giving feedback, learning, goal setting and achievement easier. Using our software, you not only get more out of your employees, but it also empowers them to better realize their potential. Feel free to contact us for more info.