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MindMap Gallery 4-Human resources management-04 Performance management-001 Nine steps of performance interview (strategy)

4-Human resources management-04 Performance management-001 Nine steps of performance interview (strategy)

First of all: ① The performance of the performance appraisal module is related to whether managers treat every member fairly. Standardized companies will conduct performance appraisal training for department heads; ② How to evaluate performance from a business perspective instead of relying on emotions and relationships good! This is an irresponsible performance; secondly: ① Standardize the company to set annual goals and divide KPIs according to the goals ② Taking the four quarters as an example, before the time node arrives, the HR performance lady will prevent it in advance⏰ and submit it within the specified time , so that employees’ performance-based compensation can be delivered or reflected on schedule; ③ Before performance-based compensation is issued, each business manager will conduct performance interviews with subordinate members. The ultimate purpose of the interviews is to improve performance and continue to move closer to unachieved goals. Make improvements! A consensus was finally reached; finally: ① After the quarterly performance appraisal cycle ends, supervisors still need to continue to supervise and promote employee performance! Ensure both quantity and quality; ② Submit within the specified time so that employees' performance remuneration can be delivered or reflected on time; ③ Before performance remuneration is issued, each business supervisor will conduct performance interviews with subordinate members and the final results of the interviews. The purpose is to improve performance, move the unachieved goals closer, and improve the shortcomings! Eventually a consensus was reached;

Edited at 2024-03-12 00:27:21

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4-Human resources management-04 Performance management-001 Nine steps of performance interview (strategy)

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Outline

Nine Steps to Performance Interviewing (Strategy)

step one

Notify employees in advance

Main points

The content of notifying employees in advance via email (telephone) includes: time, destination, location, and information submitted by employees.

Precautions

Things to prepare in advance ((applicable to cheating/hot-and-cold types)

data collection

ANALYSE information

Step 2

opening remarks

Main points

Seriously state company policies and prepare a prepared explanation of the purpose of the interview

Case

According to the company's performance management methods, XX will evaluate your work performance during the assessment period based on a full understanding of your work results in the previous period. This interview will achieve two purposes: one is to communicate with you about your assessment scores in the previous period, and the other is to Based on your work performance in the last period, we will work together to find plans and steps for performance improvement, and let's get started. . . . . . . . . . .

If the opening remarks are not accurate, it will cause various misunderstandings and disputes later on. Example: "This time we are here to communicate." "Let's talk about your work performance in the last period. Please tell us." This kind of opening statement needs to be improved and will cause subordinates to feel "informal and unserious."

Step 3

Listen to subordinate employees’ self-evaluation

Main points

Differentiate employee types

The deadbeat type and the hot and cold type

mature type

Confused type

Step 4

Inform your subordinates of the evaluation results, and tell employees your true "views" on the improvement points (excellent points) sincerely, frankly, and without evasion.

Main points

Be concise and concise / Accurate and clear without ambiguity / Emphasis on both qualitative and quantitative aspects / Don’t explain too much / Use set goals and performance standards for evaluation

Step 9

Main points

Reaffirm the employee's contribution, use positive motivation, and reiterate your confidence in his improvement

Step 8

Decide together the time and content of next communication

Main points

Follow up in a timely manner. You don’t have to wait until the assessment period is up to follow up. You should also follow up in the middle.

Step 7

If necessary, you can appropriately remind the employee of the actions you may take if he does not keep his promise to improve (if not, skip this step)

Main points

For employees such as deadbeats and hot-and-cold employees, the supervisor can inform them of the consequences when they reach an opinion.

Step 6

Discuss performance improvement/development plans

Main points

Specific and clear steps, completion time and commitment to improvement must all be recorded to show the importance of both parties.

Recording method

If the performance last month was not good, the focus will be on the performance improvement plan for the points deduction items and the supervisor's opinion of improvements. If the performance was very good, the focus will be on the development plan. Recording method Specific time Responsibility Follow-up method and cycle (if any).

Step 5

Discuss areas where subordinates disagree (if not, this step can be skipped)

Main points

It is normal to have disputes. When there are disputes, please pay attention to the following points:

First, start with the areas where we have the same views (the areas where there are not many differences)

Don't argue with your subordinates. Instead, present some facts and evidence, such as "Points will be deducted for failure to complete the internal process optimization target card. There are two tasks in the target card this month. XX and XX should have been completed before the 25th of last month, but as of today It is already April 5th, 10 days after the completion date, and it has not been completed. Moreover, during this period, you did not communicate with me about any difficulties on this issue, so there is no reason to say this."

Avoid using extreme words to avoid adding fuel to the fire, such as: you always, you never, you often. . . . . . . . . Wait, as a leader, you must discuss matters as they arise. The best way to communicate is to be cold to things (because performance improvements are required), but don’t forget to be warm to people and provide support to subordinates, which is also the role a leader should play.