1、如何进行有效的绩效面谈（How to conduct an effective performance interview）How to conduct an effective performance interview?ZhaorileiTopic name human resources development and managementTopic number F1022008 04 issue copyAn effective performance interview is designed to help employees analyze performance result
2、s rather than simply tell employees how many points they have scoredPerformance interview refers to the managers and employees for employee performance on a cycle of one-on-one interviews, the focus is to help people to understand their performance in terms of the advantages and disadvantages, and p
3、uts forward constructive suggestions for improvement, to help improve the performance of employees, improve the ability. For the purpose of achieving performance appraisal and helping employees improve their performance instead of marking them, performance interview is a must.In practice, managers s
4、hould pay attention to the following questions when implementing performance interview:Focus on solving problemsFirst of all, the performance interview does not tell employees how many points they get, but tells them why they get these points. When in an interview, the score is not important how muc
5、h white key is to help employees to analyze performance results is the reason, let the employees understand their performance level, they do not know where to focus, to be improved.Second, performance interviews are the opportunity for managers and employees to discuss opportunities for success rath
6、er than arguments and debates. Therefore, managers in performance interviews with employees, should be counseling and help the identity, help employees understand their own excellent performance, to strengthen the staffs positive behavior, so that employees can be cured. At the same time, according
7、to the problems existing in the performance of employees, managers should be to help the staff analysis as the starting point, but dont hold on, the focus is on helping employees to analyze problems and find solutions on how to do to be more successful, but not blindly blame and create contradiction
8、s.Finally, the result of the performance interview should be a mutual understanding of how to improve performance. At the end of the interview, managers and employees should form a unified opinion on how to improve performance, develop performance improvement plans, make formal commitments to perfor
9、mance improvement, and sign to confirm.Two-way preparationBefore you do any job, you should be well prepared, otherwise, managers will be unable to control the whole situation, especially in performance interviews. The performance prior to the interview, managers should make full preparations, may b
10、e used to collect the interview data for each employees performance appraisal results, combined with the characteristics of employee, prior to the expected employees may have doubts about what content, what need to do special clarification to the employees, for each employee, they all find out the a
11、dvantages and disadvantages, so that at the time of interview with the staff for efficient dialogue, so that towards the positive direction, the two sides discussed a chance of success. The preparations for the management are as follows:1. target management card: performance management for examinati
12、on at the beginning of the period, together with the staff performance management objectives, may be the target management card may also be a performance contract, this is the management and employee commitment to the common consensus of both sides is the result of the whole process of performance m
13、anagement is an important basis, until the performance of the interview, it is still is the most important source of information. So be sure to take the performance management goals again as an important part of the interview for managers and employees.2. Job Description: job description as the most
14、 basic document of human resource management, of course, is one of the content of performance interview. Management activity is a dynamic process, staffs work is likely to change in the process, may increase some of the original making performance goal when unexpected content, there may be some targ
15、et for some reason can not implement, then, this time, the job description will play an important role as an important supplement. Therefore, the employees job description must also be placed on the desk for reference.3. employee files: the so-called performance archives, is in the usual management
16、activities, and record the contents of management by the observer when tracking the progress of the employee performance objectives, it is the factual basis of performance appraisal, is to ensure that the fundamental principles of the performance appraisal of the unexpected, very important.The reaso
17、ns for setting up performance files are as follows:1. provide the factual basis for performance appraisalWhen the performance appraisal, managers and employees views on the assessment results should be consistent, at least should not appear significant differences, and to do this, managers in the pe
18、rformance of communication and counseling, performance of employees should be observed and recorded, to ensure that in the performance appraisal the is based on objective facts rather than subjective imagination.2. provide factual evidence for performance improvementThe aim of performance management
19、 is to improve employee performance and work ability, and to improve the performance of employees, to the staffs performance and ability level of diagnosis, performance records for the management of employee performance diagnosis, provides a factual basis for the improvement of employee performance.
20、3. find reasons for performance excellence and performance issuesKey events on the performance of information collecting and recording for managers accumulation of outstanding performance, can help managers find the reasons behind the outstanding performance, which was refined, so that employees wit
21、h outstanding performance as an example, to do a better job; on the other hand, help managers find the reasons behind the poor performance, to remind staff attention. The employees make less or do not make repeated mistakes, in order to improve the performance of employees.This work is a weak link i
22、n many managers, usually busy affairs, may not have time to collect these data, there may simply ignore this link, if managers neglect to collect performance data, without the establishment of employee performance records, to the time of interview, cannot explain staff related assessment conclusion.
23、 The staff does not recognize these conclusions, will certainly be in an embarrassing performance interview impasse or quarrel blush.4. arrange interview plan. Usually, a manager has several subordinates, and managers cannot interview a group of people at the same time. They can only interview one p
24、erson at a time. So managers must have an overall arrangement, according to their own work arrangements, after proper communication with employees, to formulate an effective interview plan, and plans to tell the staff, let the staff have a psychological preparation and action.At the same time, it is
25、 not enough for managers to prepare themselves. Interviews are the work done by two people, both managers and employees. Only when both sides have made adequate preparations can the success of the interview be possible. Therefore, in the interview plan issued, but also to the importance of interview
26、s to inform employees, so that employees are fully prepared. Employees need to prepare as follows:1. performance goal management. Like managers, employees also need to base their performance goals on interviews.2. job description. Job descriptions are an important basis for performance appraisal, so
27、 employees need to relearn and refer to job descriptions.3. job summary. Employees need to make a systematic summary of their work within this performance cycle and provide an information source for performance interviews.A positive stimulus; a negative spurPreparation is important, but relatively s
28、peaking, the interview process is more important. Managers must pay attention to the ways and methods in the interview, the interview in a harmonious atmosphere, at the end of a pleasant goodbye, really play the role of helping employees to improve performance, and not become pidouhui, debate.The pe
29、rformance is usually an employee has two sides, with excellent performance to be encouraged, but also the performance need to be improved, so the performance of the interview should also begin from the two sides, both to encourage employees to develop advantages, to spur employees in shortage.In the
30、 process of positive incentives, managers should pay attention to the following three points:Sincerity: sincerity is the psychological basis for interview. It should not be too modest or exaggerated. To make employees feel that you are really satisfied with his performance, your praise is indeed you
31、r true feelings, rather than a close relationship. Only in this way, employees will regard your praise as incentive, and work harder in the future. Generally speaking, your praise and praise must be worth, not what all praise, nor at any time everywhere praise, but praise in the proper place, praise
32、 is sincere, heartfelt. #p# paging Title #e#Specific: when you praise and motivate employees, be sure to be specific, and make a specific and specific compliment on what you do, rather than generally saying that the employees are doing well. For example, a night class staff and in order to catch a p
33、lan, then you cant just say employees to work hard, good things, but to do specific things especially point out, such as: Wang, you have been working all night. To plan the leadership of your dedication spirit is very appreciated, to plan the preparation is satisfied, the structure is very clear, ve
34、ry strict logic, reflects the level and ability to understand your words. In this way, Xiao Wang will feel that not only overtime work has been praised, but also the plan has been passed, appreciated, compared to the latter may be more encouraging role for wang.The construction process: interview, m
35、anagers should give staff to put forward some constructive advice, help employees better understand the methods and skills to improve the work, how to help the staff to do a better job analysis,To help employees achieve greater improvements and improvements.For negative performance interviews, we sh
36、ould pay attention to the following points:First of all, the specific description of the shortcomings of employees, and not to describe the matter, not to judge. You cant make a perceptual judgment about how employees cant work because of a lack of staff. Here, the description of things not to peopl
37、e, and not judgments, should be paid special attention to as important principles.The description and judgment, here is a small sample, such as a unit when Wang afternoon to drink a lot of wine, when going to work, by the supervisor manager Liu found, Liu manager rebuked Wang, he said, are you drunk
38、 to come to work, but also drinking, whatever next? In fact, this is a judgment, not a description. Manager Liu should have said, “Xiao Wang drank a lot of wine. When he came to work, he stood still and touched several tables. The papers were scattered on the floor.“.Secondly, to describe the conseq
39、uences of employee behavior objectively, accurately and without accusation. As long as you can objectively and accurately describe the consequences of the behavior of employees, employees will naturally aware of the problem, so, at this time not to employees more blame, blame only rigid relationship
40、 between you and your employees, on the useless.In addition, from the staffs point of view, to listen to the attitude of employees to listen to my views. Listen to how employees view problems, not what they teach endlessly.Finally, discuss with the staff the next step of improvement. Work with emplo
41、yees to determine how future work will be improved and documented.The performance of the interview is for managers and employees to discuss the chances of success, to help improve the performance of employees is the responsibility of the managers, the performance of the interview is the only way whi
42、ch must be passed, to reach this goal so that managers in the performance appraisal time must set aside time and effort, do the interview work, because it is the common interests of managers and employees where!Small linkTwo important techniques for performance interview1, BEST feedback means that w
43、hen performing a performance interview, follow these steps:Behavior description (describing behavior)II. Express consequence (expressing consequences)Solicit input (for comments)Talk, about, positive, outcomes (focusing on the future)For example, some of the companys marketing department in making b
44、ids when Zhou made a mistake, at this time, you can charge for his performance feedback with BEST rules:B: Xiao Zhou, August 6th, you make the tender offer, the error does not correspond to the unit price and the total price, this is the second time you make mistakes in this aspect.E: your job error
45、 has made the salespersons job very passive and made a bad impression on the customer, which may affect our winning bid and subsequent customer relations.S: Xiao Zhou, what do you think of this? What measures are to be taken to improve?Zhou: Im readyT: very well, I agree with your opinion on improve
46、ment. I hope you can do what you said in the future.2, Hamburg Approach (Hamburger), refers to the performance interview, according to the following steps:First, praise a particular achievement, and give it a sincere encouragement;Then propose specific behaviors that need to be improved;Finally, end with affirmation and support.
