What is an appraisal interview?
An appraisal interview is a conversation between the employee and the supervisor. During this conversation, the employee's performance is assessed. A reward is often attached to the output of the conversation. Think of a salary increase. If the employee is assessed badly, there can also be legal consequences attached to this conversation, such as dismissal. During the appraisal interview, the manager tells the employee what has been assessed and what the score is. This result is fixed. The employee cannot change it. The appraisal interview is part of the annual interview cycle. Many organizations (still) work with a traditional annual cycle. In this traditional cycle you find a conversation at the beginning of the year in which you set goals. Halfway through the year you discuss your progress and at the end of the year you are assessed during the appraisal interview. However, more and more organizations are switching to the new appraisal.
What is the difference between a review and performance review?
A performance appraisal interview focuses on the future and assumes two-way communication. An appraisal interview is more often about the past. In addition, this conversation often consists of one-way traffic from the manager.
Is an appraisal interview mandatory?
An employer is not required by law to conduct a performance appraisal interview. However, many organizations argue that it is smart to have such a conversation. The reason is that they can then document in writing how the employee is performing. If the employee is not performing well, by building up the record there is evidence that he/she is not performing well. Only then can actions be taken during the appraisal interview. By introducing the continuous dialogue you are continuously talking to each other about growth, development and the functioning of employees. As a result, you automatically build the file.
Why do away with the appraisal interview?
The traditional way of assessing is often perceived as exciting and uninspiring. That is why more and more organizations are switching to a new way of assessing . This means that the focus is much more on the individual and the employees are given much more control. They are responsible for setting their own goals. In addition, they can continuously request ( 360 degrees) feedback from colleagues and/or others with whom they have worked. The three fixed interviews per year are thus a thing of the past. Employees and managers are in constant dialogue with each other about progress, growth and personal development.
How can a software help you?
For the younger generation, supporting their process of growth and development with technology is an absolute must. An online tool like Treams allows you to record the entire interview cycle . In addition, you can set goals that serve as guidelines for the appraisal interview and make notes of agreements made during these conversations. Finally, you can ask for ( 360 degree) feedback from colleagues and external parties and you have insight into your personal development. With Treams' mobile app , you can do all this at any time of the day, anywhere. Software makes the entire process much more accessible. In addition, software makes it possible to divide your development into small pieces. This makes it more manageable and makes it easier to reach your goals. The current crisis will reshape appraisals. Want to know what tips we have about this? You can read it here .