Assessment interview: Hard on the content, soft on the relationship.
It can vastly vary per organization how much effort is put into the course of an assessment interview. It is nevertheless important for many people, because in this way they find out what their position in the organization is as an employee. Good preparation can therefore be important; especially when the organization is having financial trouble.
The figures that your employer collects about you.
Most organizations do use some 'objective pillars' on the basis of which they assess their staff, for example productivity or declarability. Usually there is something similar mentioned in your contract. It doesn't hurt to take a look at it. Perhaps you still know from a previous assessment interview which figures were presented to you. It can be useful to find out how these figures are obtained about you and to make a calculation yourself. This way you can already make a reasonable estimate of whether your employer will confront you with, for example, reduced performance. This gives you a head start to think carefully about what you are going to say about it yourself. For example, reduced productivity may also be due to the fact that you have been ill or have received a partially different set of duties. For example, you can indicate that the other range of tasks has required more time than you originally thought.
Be open to feedback.
Fortunately, most performance appraisals are positive, but we all know that not all employers are equally friendly or understanding. Whatever the case: flying out of the corner or reacting very indignantly during such a conversation often does not pay off. A constructive attitude can at the very least ensure that an employer who is dissatisfied does not get anymore 'sticks to beat' and at best it provides a good impression and an improvement in the working relationship. If you receive unjustified criticism, be reluctant to go directly to the defense, don't panic (causing you to 'rattle'), stay calm and let someone else speak. In such a case, for example, you can say (calmly): 'What I hear now does not immediately evoke recognition in me, but perhaps it is better to place it if it is allowed to settle. Can I come back to this later? "
Are you not satisfied with your employer? Then it may be a difficult consideration to report this to your employer. You do not want to disturb the employment relationship. However, it may be advisable to also mention the less pleasant things in a conversation. The reason is that you can refer back to the assessment interview later if a disagreement or conflict arises in the future. In any case, you cannot be blamed for not being clear.
'Hard on the content, soft on the relationship' is a credo that many employers (should) use when it comes to evaluation interviews. The same attitude can help you find a good balance between your own clarity and your constructive attitude.
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