Start the year on the right foot by promoting the emancipation and fulfillment of your company’s employees with successful start-of-year interviews. This is an important moment for managers as well as for employees and it can be decisive for the future as well as the well-being of everyone within the organization…
It is not for nothing that 8 out of 10 companies practice it, the annual evaluation interview is a privileged moment between the employee and his manager to talk about professional future, well-being at work, positive points and areas for improvement…
To be successful in your interviews at the start of the year, you obviously have to prepare them well. HR functions have the formidable task of organizing the interviews at the start of the year and ensuring that they go as smoothly as possible (3 tips to stop procrastinating here).
An annual evaluation interview, whether it takes place at the beginning of the year or not, is successful when both parties come out of it stronger and a climate of trust has been established between the manager and the employee. Unfortunately, 36% of managers are still struggling to establish this climate of trust.
Here are 5 tips to help your managers and employees succeed in their start-of-year interviews:
- Make employees actors in their interview;
- Use interview grids;
- Set goals for the coming year;
- Write reports from the interview grids;
- Do several evaluation interviews during the year.
Make employees actors in their interview
To be successful in their interviews at the start of the year, it is important that the employee feels like an actor in this interview. Remember that this is an exchange and not just a debrief of the year by the manager. Both parties must be able to express their feelings about the professional year that has passed and the one to come.
To ensure that employees are involved in their interview, do not hesitate to prepare them in advance. As an HR function, you are responsible for informing them about the assessment interview process. The better the employees are informed, the less their fears and doubts persist and the dialogue becomes even better during the interview.
The self-assessment of his work before the interview is a way for the employee to look back with hindsight on his past year and to identify the positive things as well as the less positive ones in order to be able to come back to it with a rested head with the manager. But employees are not the only ones you need to prepare for this interview, managers and yourself must be ready.
Use interview grids
Having a solid base to build on during the start-of-year interviews is essential for success. This is the whole point of the interview grids, which should become a priority for you as you approach the annual appraisal interviews.
The interview grid sets a framework and reassures the manager before and during the interview. They establish a common thread and guarantee a certain rigor during each interview between the employee and his manager.
Don’t hesitate to get more information to find out more about the development of interview grids, which are a crucial element for the success of interviews at the start of the year.
Set goals for the coming year
The interviews at the start of the year are an opportunity to review everything that was done the year before. It is important for the manager as for the collaborator to take stock of the previous year. But it’s also essential to set goals for the new year (read the article).
The ideal is to build the objectives of the collaborators in connection with those of the company. This is the best way to define common goals and to promote the professional emancipation of employees, who feel the match between their profile and the organization in which they work.
Write reports from the interview grids
Previously, we mentioned the importance of preparing interview grids before the annual interviews. If you spent time making them, it is obviously to use them at the end of the evaluation interviews.
Once the interview is over, take the time to come back to it by re-reading the interview grids. They help you to make quality reports, which make sense for the manager and management as well as for the employee. Feedback is essential and shows employees that they are considered and that taking their opinions into account does not stop at this interview.
Passing the interviews at the start of the year is an important step, for HR functions, for employees and for managers (see the bva-group study of 2018). But we must not stop there.
To maintain a healthy dialogue between manager and managed, good performance and a desire to work on the part of the teams, it is necessary to show employees that monitoring their career is important throughout the year. This is why it is recommended to conduct an individual evaluation interview every 4 to 6 months.
Each time, you can repeat the same process detailed above to pass any assessment interview such as those at the start of the year.