How do I conduct a performance feedback interview? Performance feedback interview steps

Answer] :(1) Create a harmonious interview atmosphere for both parties. (2) Explain the purpose, steps, and time of the interview.

3) Discuss the results of the evaluation of each work objective.

4) Analyze the reasons for success and failure.

5) Discuss the results of the evaluation with the assessee, especially the two sides should have an in-depth discussion on the advantages and disadvantages, the important difficulties and problems that exist, and the aspects that need to be changed during the plan period, and reach a consensus.

6) Discuss with the assessee around the topic of training and development, put forward the needs of training and development, and jointly set goals for the next stage of employee training and development.

7) Discuss the issues raised by the assessee that need the support and help of the superiors, and put forward specific suggestions.

8) Both parties reach an agreement and sign the performance appraisal form.

Feedback interviews are very important and easily overlooked in performance management, in fact, without the feedback banquet interview, it is not performance management.

Why do you need a feedback interview? Feedback is one of the most effective ways to improve performance, not one.

Feedback is further divided into daily feedback and formal feedback. Daily feedback is real-time feedback at work, especially when doing the right thing to give Kenqi and encouragement, which is very important, because when doing it right is the best time to shape behavior, when doing it wrong, it is timely to point out and give coaching, which requires different methods according to different objects; Formal feedback is regular feedback, such as monthly, quarterly, and annual.

What are the types of feedback interviews? Positive, negative, and constructive feedback. Both positive and negative feedback are mentioned above, and constructive feedback is a deeper, constructive suggestion that may have an impact on the subordinates in the future.

What are the basic principles that should be followed in a feedback interview? Clause.

First, the position should be firm, today's best performance is tomorrow's minimum requirement; Clause.

Second, ugly words are the first, that is, they usually find the problems of their subordinates and give negative feedback in time, and they can't settle accounts at one time later; Clause.

3. Don't be swayed by unimportant things; Clause.

Fourth, the fair, sincere and goodwill of the celery!

Feedback interviews, make each other successful!

At the end of the year, it's the day of performance appraisal again, and one of the parts of the performance appraisal process is the performance feedback interview.

I read a book called "Communication Refresher Course on the Way to Work", which mentions "8 steps to communicate anything to anyone in two minutes", which should be very suitable for performance feedback interviews.

These 8 steps are——

1. First of all, explain the purpose of the conversation.

Let the other party be mentally prepared, eliminate their doubts or resistance, and make both parties feel comfortable as much as possible.

2. Express empathy.

Let the other person understand that your purpose is to help him.

3. Describe the observed behavior.

The more detailed the description, the better, so that the person can recall the specific recent incident you mentioned.

4. Share the impact or results of your behavior.

Describe the effects or consequences of the actions of the person in charge of the liquid.

5. Conduct communication and dialogue.

Allow both parties to express their ideas and ensure that communication goes both ways.

6. Put forward suggestions or requirements on how to do it in the future.

Because most feedback is to tell the other person about the inappropriateness of his behavior and the impact of such behavior, there are few alternatives.

And this approach suggests or asks what to do in the future.

7. Agree on the next steps.

Ensuring what adjustments will be made next can help establish accountability.

8. Express gratitude.

Thank you for your willingness to accept such a challenging conversation.