Performance Appraisal Interview

1.    How do you handle employees who disagree with their evaluations?

When I address each employee, I have each goal clearly stated, peer evaluations, manager evaluation and any other applicable information available.  This makes it difficult for an employee to argue with the facts placed before them.  But the times when a disagreement occurs, I try and speak honestly, and validate the employee, but stick to the information stated. 

2.    What do you expect your employees to take home from their evaluations?

I want my employees to feel valued, and appreciated following their evaluations.  I try and highlight what they are doing well at, and use a positive tone when dealing with areas for improvement. 

3.    Is the evaluation process the same for all employees, or do you taper it to fit with individuals as needed?

I follow the same format for each employee’s evaluation. 

4.    How should an employee prepare for their evaluation?

If I expect the employee to recite, or have something memorized I try and inform them of that prior to the evaluation.  Other than that, I simply expect them to come on time, and with a positive attitude. 

5.    What are the categories that you evaluate your employees on?

Manager evaluation of skills and performance, Peer evaluation of skills and performance, time clock violations, overall performance, goals set by the employee, questions and concerns, extra effort to better the department.

6.    How long do you plan for each evaluation?

Since I have many employees that need to have evaluations done.  I try to stick to 30 minutes per employee.

7.    Do you conduct evaluations alone or with another manager/staff member?

I conduct most evaluations alone, unless there is a problem with the employee.  In these situations, I bring in their direct manager for the evaluation as well. 

8.    Should employees that come in for an evaluation dress a certain way?

I expect my employees to dress as they would for work for their evaluations. 

9.    How do you approach a performance appraisal interview with a "problem" employee?

With problem employees, I include their direct manager in the evaluation process.  I also collect information that is relevant for the situation.  With these employees, I start with what they are doing well, with this positive foundation set I approach areas of improvement with constructive criticism.

10.  How do you answer an employee if they ask for a raise?

Most employees receive a yearly raise that comes following their evaluation.  I give the employee as much information as I have regarding this raise during the evaluation, reminding them that the exact amount will be disclosed later.  If they have any questions when the raises are disclosed I welcome them to come speak to me at that time. 

11.  Apart from salary increase, how do you show an employee that you value their work and contributions?

I try to regularly recognize my employees for exceptional work throughout the year.  This can be done with an email, a card, or a public recognition at a meeting.  During their evaluations, I try and highlight the areas where they are doing well and thank them for their hard work. 

12.  How do you make your performance appraisal meaningful?

During the evaluations, I try and speak to them with good eye contact, smiling, positive body language, include small conversations about their personal lives.  I try and make them feel like they matter and they are not just another employee.  I always use their first name, and shake their hand.

13.  Do you find it important to help the employee set personal goals during this meeting?

During their evaluations, we assess the previous year’s goals.  This can sometimes lead to goals for the following year, but not always.  I do like to speak with the employee about any special goals, or goal requirements for the following year.    

14.  What have you found to be the most time effective way to conduct a large number of evaluations?

The best way to complete many evaluations is to stay on time.  Do not extend past the allotted 30 minutes for each employee.  With this rigorous schedule I try and also schedule a few breaks so I can eat, and get away from my desk for a few minutes.  This helps me stay focused during the evaluations.  

Person Interviewed:  Barry Gibert, Allstate Insurance