16. Performance and Appraisal Interviews

Question 1

What is the purpose of performance appraisal?

Answer 1

• Improve organisational performance
• Develop individuals

Question 2

What are the three elements to an appraisal interview?

Answer 2

Reward
- What we will pay next year
Performance
- Looks back at year to see whether targets were met
Potential
- Looks at upcoming period
- Set objectives
- Listens to preferences
- Decide on whether training is required

Question 3

What part of an appraisal interview is disagreed upon?

Answer 3

• Reward should be kept separate
• Should be more to reward than basing it on performance (market rate, what company can afford)
• Some suggest keeping discussions six months apart

Question 4

What are the methods of conducting an appraisal interview?

Answer 4

• Tell and sell
• Tell and listen
• Problem solving

Question 5

What is the tell and sell method?

Answer 5

Method of conducting appraisal interview:
- One way communication
- Manager presents employee with completed assignment sheet
- Tell employee what they’re doing well and badly
- Manager convinces employee that the review is correct
- Not particularly useful

Question 6

What is the tell and listen method?

Answer 6

Method of conducting appraisal interview:
- Assignment sheet is completed prior
- Manager tells employee what they’ve been doing good and bad
- Employee is asked to respond and manager listens
- Encourages two way communication

Question 7

What is the problem solving method?

Answer 7

Method of conducting appraisal interview:
- Manager and employee go through appraisal together and jointly conclude scores
- Communication is comprehensive
- Manage needs to gain commitment from employee about what they’re expected to do in the future
- There should be a follow up

Question 8

What are 360 degree appraisals?

Answer 8

• Managers appraise subordinates
• Subordinates appraise their manager
• Colleagues appraise eachother