Management Summary
Development meetings may be perceived as an additional burden in the short term, but they are a long-term investment in the performance and satisfaction of your employees. Use this opportunity to develop your teams and realise the potential of each individual - it will pay off.
Preparatory questions for successful conversations:
- What do you want to achieve with the interview?
- On what common information basis do you and your employee start the conversation?
- What expectations will your employee have of the interview?
- How can the conversation become a dialogue at eye level?
- What could be a realistic outcome of the conversation?
In the hectic pace of everyday life, there is often little time to pause and discuss strategic issues. This is precisely where development meetings come in: They create space for reflection, goal setting and growth.
A study by the Gallup Institute shows that employees who feel valued and supported by their superiors are up to 20 % more productive and less likely to leave the company. It is therefore worth investing time in these conversations - not only to motivate employees, but also to ensure the company's long-term competitiveness.
development interviews as a strategic management tool
If development dialogues are used correctly, they are much more than an exchange about past achievements. They offer the opportunity:
- Show career prospectsEmployees who have a clear perspective for their development are more motivated and committed.
- Conduct strategic personnel planningIf you know how and where you want to and can develop your employees, it will be easier for you to compensate for age-related loss of expertise at an early stage.
- To compare self-image and external imageAt least once a year, managers and employees should discuss their respective expectations of the employee's development in order to avoid misunderstandings and promote development that is in the interests of both parties.
- Promote strengthsIndividual skills development not only increases competence, but also satisfaction.
- Giving feedbackAppreciative and constructive feedback is essential in order to initiate learning and improvement processes and thus counteract the shortage of skilled labour.
IDevelopment interviews - Preparation checklist
Of course, preparing and conducting development meetings takes time and energy. However, the following key questions can reduce the amount of preparation required:
Overarching questions
- What do you want to achieve with the interview?
- On what common information basis do you and your employee start the conversation?
- What expectations will your employee have of the interview?
- How can the conversation become a dialogue at eye level?
- What could be a realistic outcome of the conversation?
Questions about the employee
- What is the employee's greatest personal strength?
- What professional expertise stands out?
- Where do you see the employee in 3 years? / Where do you not see him?
- What would be the next possible step towards this goal?
- How can you support this step?
- What would the employee have to invest?
What to do with employees who don't want to develop?
Not all employees harbour the desire to pursue a career. Some are completely satisfied with their role and the tasks associated with it. Nevertheless, you should also conduct this development dialogue in an appreciative manner.
And: at a time when markets, technologies and working methods are constantly changing, there are always aspects that need to be developed further.
- Which professional competences need to be strengthened or newly developed?
- In which areas can the employee help less experienced colleagues to build up competences?
- What development potential in terms of behaviour and communication within the team is currently untapped?
Conclusion: development meetings are an investment that pays off.
Development meetings may be perceived as an additional burden in the short term, but they are a long-term investment in the performance and satisfaction of your employees. Use this opportunity to develop your teams and realise the potential of each individual - it will pay off.
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