The same every year: the appraisal interview is calling. Anchored in many companies as a mandatory date, it often only has an alibi function. No fixed content, no concrete goals - there is a lot of talk, but little of it bears fruit. That doesn't have to be the case.
The aim of an annual or quarterly meeting is, on the one hand, to review and evaluate the past period. What went well /where are there still challenges? Provide feedback on the employee's work, both positive and constructive. However, it is much more important to look to the future. What can be improved? Which work processes can be optimized? Above all, it is important to define concrete and measurable goals. These can be personal goals of the employee or general company goals - derived from the individual person. Also consider the wishes of the employee.
Don't be too demanding. Also get the opinion of the employee. Being involved in company processes increases motivation immensely. Also clarify the employee's expectations, both of himself and of the company. The focus here is on human development.
Set yourself the goal of positively changing the workspace of your employees. More commitment and the resulting motivation of the individual create a value-creating working atmosphere. Create a continuous file or file and keep notes throughout the year. Empower your employees and get the best out of them. Use the appraisal interview as an underestimated tool.
