Human resources management, one of the main keys to the prosperity of a company, uses various tools. One of them, the appraisal interview held annually, can raise many legitimate questions. What would be its role, its objectives, its way of proceeding, its challenges, and the right way to succeed?
What is an annual appraisal interview?
After reading the expression “annual appraisal interview”, you will probably get some idea, more or less clear of the concept. This is a one-on-one interview that employees undergo only once a year. The manager or another supervisor, a member of human resources management, questions the employee. Their answers will strengthen the trusted platform of employee reviews that gives customers an overview of the treatment of employees.
An optional act provided for by law
This meeting is provided for by law, but it is not mandatory. It is up to management to decide to organize an annual appraisal interview for its employees. They have the obligation to submit to it. However, keep in mind that the annual appraisal interview differs drastically from a regular job interview. There will be no question of verifying whether the employee has the necessary skills.
A constructive formality
The employee already holds their position and the annual appraisal interview will allow both parties to forge better links. The employer will evaluate the improvement of the employee’s skills. As for the employee, this is the time for them to draw the attention of the superior to their best achievements and their needs for better profitability. Everyone therefore clearly gives their assessments of the situation from their point of view.
Thus, the main role of an annual appraisal interview is to strengthen the professional and human ties between the company and the employee. This takes place through open and constructive dialogue. The other distinguishing point between the annual appraisal interview and the ordinary work interview is that here it cannot be decided that the worker will be rejected.
What are the objectives of an annual appraisal interview?
When you have a bit of a mastery of the capitalist system, you might wonder why the manager would not settle for the employee’s performance indices. Indeed, an annual appraisal interview is also an indicator of control of the impact of turnover in companies. The human resources manager must take appropriate measures for the well-being of the company. Verification of the state of professional development of human resources remains an essential action.
Establish a performance report for each employee
The annual appraisal interview takes stock of the employee’s performance over a period and the real impact on the company. All the assessments will allow it to gauge the quality of turnover and identify obstacles that impinge on employee performance. This is one of the objectives of an annual appraisal interview.
Openly offer an opportunity to every employee
This interview is also intended to present itself to the employee as an opportunity to earn points. The latter will praise its merits and will then want to have more prestige. In addition, the human resources manager is the first to know that a happy employee renders better services to the company. This annual discussion therefore also aims to identify the appropriate means of motivation to increase productivity within the company.
An appreciation interview is therefore an opportunity that benefits at all levels. In addition, with positive reviews from employees, the company’s reputation is gaining ground. The consumption of the products or services sold increases and this makes the company happy.
How does an annual appraisal interview take place?
The definition of the annual appraisal interview gives the impression that the meeting takes place simply. The reality is that this encounter cannot be trivial when you understand its impact. It recalls the importance of employee satisfaction surveys in companies for better performance.
Indeed, an annual appraisal meeting is carefully prepared by both parties. One tries to win points and fix their situation while the other has to analyze the facts and learn the reality. Each of them therefore implements their strategy.
You can note that such an interview takes place in five stages.
Preparing for the interview
The manager on their side prepares questions according to the role of the employee. They must also inquire about the real facts and conduct their little investigation. Simply relying on what employees say could distort the interpretation of their balance sheets. As for the employees, they must do a memory exercise. They must review their achievements, objectives achieved, skills developed, and challenges encountered over the past year.
Setting the appointment
The legal conditions for an annual appraisal interview are known and must be respected. The manager warns the employees that such an interview will take place. They will also take care to clearly give the day and time of the appointment. It is only with this data that the employee will make their arrangements and be better prepared.
The interview
On the day of the interview, the manager establishes a climate of trust in order to relax the employee. It recalls the purpose of the interview and stresses the importance of the exchange for the professional development of the employee. They will then invite the employee to share their achievements, progress, and challenges during the year. They listen to them and ask questions.
Performance evaluation
During the interview, the manager uses special criteria for the evaluation of the employee’s skills. They also have the right to use special tools to get a real idea about productivity, quality of work and the overall contribution of the employee to the company. This assessment must remain objective and be based absolutely on concrete facts. To be valid, the interview must not take into account any subjective judgment.
The new objectives
The final step in the interview is setting goals for the coming year. By mutual agreement, the manager and the employee must define their objectives for the coming year. They must take into account common interests while respecting legal provisions.
What are the challenges of an annual appraisal interview?
Apart from the objectives and role of the annual appraisal interview, this professional discussion has many stakes. The very first is that it facilitates the implementation of social climate actions in companies: analyze, measure, rectify, and act. Indeed, a well-conducted appraisal interview allows the manager to better understand the needs and expectations of the employee. Similarly, the employee receives accurate feedback on their performance in order to improve their work.
Another major issue of the annual appraisal interview is the recognition of the work done by the employee during the past year. This reinforces the motivation and commitment of the employee. During the interview, the manager should express gratitude and congratulations for the employee’s significant contributions.
What are the benefits of an annual appraisal interview?
The main reason why even companies that favor capitalism resort to the annual appreciation interview is that it offers valuable benefits. Throughout the ages, companies have experimented with the various theories of economists. One that has better effects is McGregor’s Y theory. It stipulates that motivating acts on the part of the manager, such as giving positive feedback to their employees increases productivity.
A participatory policy is established and everyone wins. The annual appreciation interview, by promoting discussion, creates this participatory atmosphere. Employees receive humane treatment, deserve promotions, and are happy to work. On the other hand, the company is profitable. Criticism and suggestions form a winning duo in the long run.
How to successfully conduct an annual appraisal interview?
As with any process, the appraisal interview only benefits if successful. The manager and the employee must be well prepared and comply with the legal conditions laid down.
The first must have an example of a satisfaction questionnaire that they will customize according to the employee’s profile. Mental preparation also has a prominent place in its preparation. As for the employee, they must gather the documents and proof of their performance to be listed. They will have to be honest, open-minded, and a good listener.
