Case Analysis: clear performance feedback interview

The effects of two completely different interviews are quite different. At this time, many people may have the question: how should we ensure the performance feedback interview results? In fact, the answer is not complex. Let's focus on some details that are easily overlooked by many parties throughout the performance interview.

● Prior to the interview, managers and employees must have adequate preparation

The preparations of both parties are mainly focused on two aspects: Preparation and arrangement of time and place; analysis and preparation of relevant materials.

Both parties should discuss in advance the time acceptable to both parties, and choose a quiet and easy small meeting room for interview. When conducting a performance interview, the manager should be able to refuse to answer any phone call and stop receiving visitors to avoid unnecessary interference in the interview.

Both parties should pay attention to the arrangement of the distance and location of the two sides during the interview. The two sides sit at a certain angle, which gives employees an equal and easy feeling.

　
When designing an interview plan, managers should consider the following questions: design the opening remarks and determine the purpose of the interview. The main content of the performance feedback interview is the performance evaluation result of the previous stage.
This process is bound to focus on evaluating the work of employees in the previous stage. Therefore, managers need to collect and sort out the information required during interviews, including the employee's job responsibilities, employee performance plans and evaluation forms.

In addition, employees should prepare for interviews and collect their work fulfillment, overall performance, and problems during the past period of time. Performance interviews are the work done by both managers and employees. Only when both parties are fully prepared can they receive the expected results.

● During the interview, both parties should give feedback on their respective views in a timely manner

Positive feedback is to let employees know that their performance has reached or exceeded the expectations of the manager and has been recognized by the manager. It is necessary to strengthen the positive performance of employees so that they can continue to carry forward in future work and continue to make more contributions to the company.

When praising and motivating employees, make them truly feel satisfied with their performance. Your praise is indeed true feelings, rather than being close to each other. In this way, employees will regard your praise as an incentive and work harder in the future.

In addition, praise must be specific. Instead of making employees think that the manager's performance is empty.

Employees can also provide feedback on the support they need at work, their views on a job, and their suggestions, this allows the Superior Supervisor to correctly evaluate his overall performance in his work, so as not to say "I am not suffering from a word ".