A performance appraisal is a really important tool (perhaps the most important) to ensure that your employees develop and thrive, as well as a clear direction in the working relationship. When the interview is both well prepared and structured, it strengthens the dialogue between manager and employee, while also giving the manager a much better basis for decision-making. In this article, we explain what a performance appraisal is, what questions it might be a good idea to ask, and how both manager and employee can prepare in the best possible way.
What is a performance appraisal?
A performance appraisal is a planned and structured conversation between a manager and an employee. The goal is to follow up on the work situation, performance and the employee's development. It is common for the interview to be conducted once or twice a year and it differs from ongoing dialogue in that it has a clear purpose and fixed topics.
The goal of the performance appraisal is to provide a space to talk about work tasks, expectations, skills needs and job satisfaction. A good interview gives the manager insight into the employee's needs and ambitions, while the employee receives clearer direction and support. In many companies, the term performance appraisal is used to refer to the same type of meeting.
What questions should be asked in a performance appraisal?
The questions in a performance appraisal should be open-ended and relevant, while also being related to both the current situation and the future. They should invite reflection and dialogue, not “yes and no” answers.
Typical questions are about everyday work, collaboration and development opportunities. Examples of key topics are:
Job duties and responsibilities:
Here, the manager should ask whether the employee experiences clear expectations, the right workload, and whether they have the right support in the role.
Well-being and working environment:
Questions about well-being provide insight into motivation, collaboration and any challenges that affect the employee's daily work.
Competence and development:
This is about which skills the employee wants to develop, and which measures can contribute to further growth.
Future and goals:
The conversation should also address future expectations, both from the business and from the employee themselves.
When you collect the questions in a fixed structure, the employee dialogue becomes both consistent and easier to follow up over time.
Read also: Questions and tips for the performance appraisal with employees
How to prepare for the performance appraisal?
Our experience suggests that good preparation is crucial for the performance appraisal to provide value. Both the manager and the employee have a responsibility to come prepared.
For the manager, preparation involves reviewing the results of previous conversations, goals, and agreements, while also reflecting on the employee's role and development. It is also important to set aside enough time and be able to sit undisturbed.
Read also: 9 tips for the performance appraisal
For the employee, preparation should consist of thinking through how they actually feel at work. What works, and what can be improved? Do I have the support I need to do my job as well as possible? And what skills do I need to develop and stay up-to-date? Many companies use a simple template that is sent out in advance, so that both the manager and the employee have the same starting point for the conversation.
When preparations are made, the conversation becomes more structured, safer, and more future-oriented.
A strategic tool
A performance appraisal is a strategic tool used to enhance both performance and well-being. By asking the right questions and preparing well, you create better employee dialogue and a clearer basis for development. Structure, predictability and follow-up are the keys to making the conversation actually effective.
For 25 years, Sariba has helped companies in various industries streamline their operations. HR -processes. Read more about how we can help you with goals and employee development here.
