We often talk about how the employee interview can take the form of a personal business plan for the individual employee. When the employee interview combines competency measurement, definition and measurement of goals and a defined development plan for the coming period, the employee receives a road map for success. A business plan is really just a road map for your business's success.
We suggest that the employee interview be done more "strategically" and results-oriented than is often the case. Viewing the employee interview not only as a feedback mechanism but also as a plan for success will be more productive for the employee and often yield much better results for everyone involved. Also, employees feel more comfortable when the feedback is accompanied by a legitimate and thorough plan to help them succeed.
The first step on the way is to get the work units to move to a more holistic approach to performance management in general. This involves a culture change and will probably have to happen gradually. But moving to such a more strategic approach can produce a number of results, among other things
- More focused employees.
- Better commitment due to clear goals and known support from management when it comes to helping the employee develop.
- A platform where the manager and employee can communicate jointly and effectively about expected results.
- Employee conversations that really have "teeth" tend to be more productive and ultimately more fruitful in terms of results.
- An annual plan that the employee "owns" and feels confident that he or she can achieve.
Effective communication from the manager's side is of course important in this process, but thinking about employee interviews in a more strategic perspective should yield better results over time. In conclusion, adopting a strategic approach to performance reviews with IceHrm fosters employee success and enhances overall organizational results.