Questions and tips for the staff appraisal interview

Staff appraisal questions

The appraisal interview is an excellent arena for building relationships with your employees. You can take your company strategy down to the individual level and motivate your employees to exercise a high degree of self-management. The appraisal interview is not to be underestimated: While facilitating individual employee development, the appraisal ensures that everyone is working in the same direction.

With good preparation, execution and follow-up, you will be able to increase both your own and your employee's job satisfaction. If you agree on what the conversation should address, you will be able to have a highly productive conversation. Productive conversations create value for the company, which can be measured by employee surveys.

See the list below for tips for the appraisal interview:

  • Assess the employee's needs before the appraisal interview
  • Prepare the appraisal interview with an agenda
  • Ask good questions in the conversation
  • Think carefully about your communication

Read more: HR- and employee development: Employee surveys

In this guide, we look at the four areas you should know about in advance.

Tip 1: Assess the employee's needs before the appraisal interview

Does the employee have any specific needs or wishes? Is there anything in particular they want to go through? Unless this has been aired in advance, you can check with the employee.

This kind of questioning shows that you are a confident manager who takes the employee's interests seriously. Confident managers are conducive to good conversations. That's why all managers should be trained on how to conduct an appraisal interview in the best possible way.

Good structure creates good flow, and there are good systems to support you in this. With the right system support, both you and your employees will be able to easily prepare for and contribute to the interview. That way, you'll have the same prerequisites for it.

Tip 2: Prepare the appraisal interview with an agenda

Do you conduct appraisals because it is part of an overall HR plan? Or is it because you aim to develop your employees? If the answer leans towards the former, there is a risk that your employees will see the appraisal as an irrelevant and time-consuming exercise in duty. It has never helped anyone's motivation or engagement.

Therefore, it is important that the appraisal interview has a clear agenda. Plan the agenda in advance of the appraisal. Should it be about development for the future, assessment of past performance, or perhaps both? There is no fixed agenda.

The key is that both you and the employee know what you want to talk about, and that you have both the will and the capacity to follow up on the conversation. If you don't, you can't expect great results. Predictability creates security and makes for a more fruitful performance review.

Tip 3: Ask good questions in the conversation

The appraisal may cover issues such as work tasks, objectives and work plans; management; working environment and cooperation; and professional and personal development. It can also be a follow-up to the previous appraisal.
Examples of questions for the appraisal interview:

  • Which follow-up objectives have been achieved since the last appraisal?
  • How do you see your work area and tasks in the context of your department's/organization's objectives?
  • Are you satisfied with your duties, responsibilities and authority?
  • Are you getting the follow-up you need from me?
  • How do you enjoy your work?
  • In which areas would you like to develop in your work?
  • Are there skills/aspects of your personality that are not being used in your current position?

Tip 4: Think carefully about your communication

Is the appraisal interview between two equal parties? Yes - you and your co-workers are employed by the same company and may have the same professional background. At the same time, you are their manager. Therefore, you should be aware of your position and influence.

Your comments and feedback are given more weight than those of a colleague at the same level. This means that you should think carefully about what you want to communicate and how you want to communicate it. This is especially important when giving constructive criticism or encouraging change in the employee.
Good luck! Want to know more about the appraisal interview? Feel free to contact us.