Types of Interviews: Appraisal Interview

 

Appraisal interviews play a pivotal role in employee development and organizational success.

Appraisal interviews serve as a formal mechanism for evaluating an employee's performance,

discussing strengths and areas for improvement, and aligning individual goals with

organizational objectives. They provide an opportunity for open dialogue, fostering employee

engagement and growth. They also provide a platform for constructive feedback, goal setting,

and recognition of achievements. The interview focuses on the employees work tasks and work

ethic development. It pertains only to the actions or issues that the employee or their manager

is able to change or influence in any way. By leveraging these conversations to provide

feedback, set goals, and recognize achievements, organizations can empower their employees

to thrive, fostering a culture of growth and success within the company.

First, let us look at an appraisal interview from the point of view of the interviewer, which is

often the manager. Effective appraisal interviews require careful research and preparation.

Managers should gather relevant performance data about the employee, review their goals and

objectives, along with familiarizing themselves with the employee's accomplishments and the

challenges faced by them. Appraisal interviews help the managers gather information to be able

to create a comfortable and supportive environment, which helps facilitate productive

conversations not only among the employees, but between the employees and managers as

well.

Recognition of an employee’s accomplishments is a fundamental aspect of an appraisal

interview. Acknowledging an employee's contributions not only boosts their morale but also

reinforces positive behaviour not only from the employee being interviewed, but the others as

well. The managers should highlight specific achievements of the employee, commend on

areas in which there is exceptional performance, and express gratitude for the employee's

dedication.

On the other hand, constructive feedback is also a crucial aspect in appraisal interviews. It helps

in addressing performance gaps and identifying areas for improvement. Managers should offer

specific examples where the employee has not performed well and discuss the reasons for the

same with the employee. This also helps the managers to realise any support or equipment they

can provide to the employee in order to prevent them from performing badly again. The

interviewer should focus on the employee’s behaviours rather than their personal traits, and

provide actionable suggestions for growth. The emphasis should be on fostering a growth

mindset and supporting the employee in overcoming challenges.

Appraisal interviews can identify areas where employees can benefit from additional training,

mentoring, or professional development opportunities. These are the equipment mentioned in

the previous point which the company can provide to the employee. Managers should discuss

with the employees about relevant programs, resources, and initiatives available within the

organization to help boost their performance. Encouraging employees to take ownership of

their growth and providing support fosters a culture of learning within the company.

Appraisal interviews also present an ideal opportunity to set clear and attainable goals.

Managers and employees should collaboratively define SMART (Specific, Measurable,

Achievable, Relevant, Time-bound) goals that align with the employee's career aspirations and

the organization's strategic objectives. Regular progress checks and ongoing feedback on the

same, ensure continuous development of the employee and the company.

Open and effective communication is vital during appraisal interviews. They are not a beat

down but a conversation between the manager, who represents the company, and an employee

working in the company. Managers should actively listen to the employee while demonstrating

empathy, and encourage them to share their perspectives and aspirations. This two-way

dialogue builds trust, encourages engagement, and strengthens the manager-employee

relationship.

Appraisal interviews should not solely focus on past performance but also explore an

employee's potential for growth and advancement. Managers should identify talents, strengths,

and interests of the employee that can be nurtured to benefit both the individual and the

organization. This forward-looking approach motivates employees to show their best

performance and promotes long-term retention.

It is not enough to just set goals, appropriate steps should be taken to see these goals through.

After the appraisal interview, managers should follow up on agreed-upon action plans with the

employee, monitor their progress, and provide ongoing support to them. Regular check-ins also

help maintain momentum, address any emerging challenges, and ensure accountability of the

manager. These steps reinforce the commitment of the manager and company to employee

growth and development.

Below are some sample questions and answers of an Appraisal interview:

Q1: How have you demonstrated growth and development in your role since your last

appraisal?

Ans: Since my last appraisal, I have taken on additional responsibilities and successfully

completed a professional development course related to my field. I have also proactively sought

out new challenges and projects to expand my skill set.

Q2: How effectively have you collaborated and communicated with your team members and

other stakeholders?

Ans: I have maintained open and transparent communication with my team members and

stakeholders throughout the review period. I actively participate in team meetings, share

updates promptly, and ensure everyone is informed and aligned on project goals.

Q3: How do you prioritize your tasks and manage your time effectively?

Ans: I prioritize my tasks by assessing their urgency, importance, and impact on overall goals.

I create a detailed to-do list and utilize time management techniques such as setting deadlines,

breaking down larger tasks into smaller ones, and using productivity tools to stay organized.

Q4: What are your career goals, and how do you see yourself progressing within the

organization?

Ans: My career goal is to continue developing my skills and expertise in my current role while

taking on increasing levels of responsibility. I see myself progressing within the organization

by contributing to larger projects, mentoring junior colleagues, and eventually taking on a

leadership position.

Q5: How do you handle feedback and criticism, and how have you applied feedback to improve

your performance?

Ans: I view feedback and criticism as valuable opportunities for growth. I actively seek

feedback from my colleagues and supervisors, and I take the time to reflect on it. I strive to

understand different perspectives and use the feedback to make meaningful improvements in

my performance and work methods.