{"id":2768,"date":"2021-01-04T20:30:00","date_gmt":"2021-01-04T19:30:00","guid":{"rendered":"https:\/\/managementberatung-coaching.de\/?p=2768"},"modified":"2025-01-20T18:42:08","modified_gmt":"2025-01-20T17:42:08","slug":"conduct-staff-appraisals","status":"publish","type":"post","link":"https:\/\/managementberatung-coaching.de\/en\/mitarbeitergespraeche-fuehren\/","title":{"rendered":"Let's talk. Staff appraisals - preparation, implementation and pitfalls"},"content":{"rendered":"<div class=\"gb-container gb-container-fd340ee6\" id=\"summary\">\n<div class=\"gb-container gb-container-b90f8493 cp-container-accordion180 gb-accordion\">\n<div class=\"gb-container gb-container-d5dbb893 gb-accordion__item\" data-transition=\"slide\">\n<div class=\"gb-container gb-container-5d9c68ee gb-accordion__toggle\" id=\"gb-accordion-toggle-5d9c68ee\" role=\"button\" tabindex=\"0\">\n\n<p class=\"gb-headline gb-headline-5021f753\"><span class=\"gb-icon\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M207.029 381.476L12.686 187.132c-9.373-9.373-9.373-24.569 0-33.941l22.667-22.667c9.357-9.357 24.522-9.375 33.901-.04L224 284.505l154.745-154.021c9.379-9.335 24.544-9.317 33.901.04l22.667 22.667c9.373 9.373 9.373 24.569 0 33.941L240.971 381.476c-9.373 9.372-24.569 9.372-33.942 0z\"><\/path><\/svg><\/span><span class=\"gb-headline-text\">Management Summary<\/span><\/p>\n\n<\/div>\n\n<div id=\"gb-accordion-content-f7249701\" class=\"gb-accordion__content\"><div class=\"gb-container gb-container-f7249701\">\n\n<h3 id=\"mitarbeitergesprache-sind-ein-zentrales-fuhrungsinstrument\" class=\"gb-headline gb-headline-0c7ba482 gb-headline-text\">Staff appraisals are a key management tool<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Staff appraisals are an important management tool. They offer - if well managed - a trusting framework for regular communication, on an equal footing.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">No matter how the company is organised and what style it is run in, communication with each other is essential - this communication is important for entrepreneurial success. Why? Regular honest communication<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>creates transparency and thus trust<\/li>\n\n\n\n<li>is appreciative<\/li>\n\n\n\n<li>brings together different perspectives and thereby provides fresh impetus<\/li>\n\n\n\n<li>gives room for feedback and thus enables further development<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Therefore, dear leaders, use this valuable tool. Do not see appraisal interviews as a time waster or a necessary evil, but as an opportunity for a genuine culture of dialogue and the basis for productive and trusting cooperation. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Read this article to find out how to prepare and conduct the interviews.<\/p>\n\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n<p class=\"gb-headline gb-headline-d4717080 gb-headline-text topline\">Why are appraisal interviews indispensable?<\/p>\n\n\n\n<h2 id=\"der-nutzen-von-mitarbeitergesprachen\" class=\"gb-text one-line klein\">The benefits of appraisal interviews<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Managers who regularly take time for appraisal interviews and thus for their employees show respect for the individual and thus lay the foundation for a trusting cooperation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Supervisors who live a real culture of dialogue hold a weekly 30-minute jour fixe with each team member. In these meetings, goals are defined, structured feedback is given, goal achievements are recorded and current issues are discussed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The potential benefits of such a culture of dialogue are manifold. Some of them are mentioned below:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Basis for trusting cooperation<\/li>\n\n\n\n<li>Increased work effectiveness through recurring target focus<\/li>\n\n\n\n<li>Improved work efficiency through regular feedback<\/li>\n\n\n\n<li>Strong reduction of the approach of saying things briefly in passing<\/li>\n\n\n\n<li>Information transparency for boss and employees<\/li>\n\n\n\n<li>Good feeling for the atmosphere in the team<\/li>\n\n\n\n<li>Continuous development of employees<\/li>\n<\/ul>\n\n\n\n<p class=\"gb-headline gb-headline-1b76b251 gb-headline-text topline\">How should I prepare staff appraisals?<\/p>\n\n\n\n<h2 id=\"vorbereitung-von-mitarbeitergesprachen\" class=\"gb-text one-line klein\">Preparation of staff appraisals<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Good interview preparation consists of three pillars:<\/p>\n\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-7ee0b3f9\">\n<div class=\"gb-grid-column gb-grid-column-418af9ca\"><div class=\"gb-container gb-container-418af9ca\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-2e8c3ffd\"><span class=\"gb-icon\"><svg viewbox=\"0 0 1024 1024\" preserveaspectratio=\"xMidYMid meet\" height=\"1em\" width=\"1em\" style=\"vertical-align: -0.125em;\" aria-hidden=\"true\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M805.504 320L640 154.496V320h165.504zM832 384H576V128H192v768h640V384zM160 64h480l256 256v608a32 32 0 0 1-32 32H160a32 32 0 0 1-32-32V96a32 32 0 0 1 32-32zm318.4 582.144l180.992-180.992L704.64 510.4L478.4 736.64L320 578.304l45.248-45.312L478.4 646.144z\" fill=\"currentColor\"><\/path><\/svg><\/span><span class=\"gb-headline-text\">Content preparation <\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Define the objective of the conversation<\/li>\n\n\n\n<li>Collect arguments, facts, examples<\/li>\n\n\n\n<li>Search for documents, such as a job profile for the position.<\/li>\n\n\n\n<li>Take a change of perspective<\/li>\n\n\n\n<li>Determine time requirement<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-c2eb2a25\"><div class=\"gb-container gb-container-c2eb2a25\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-5a660a2b\"><span class=\"gb-icon\"><svg viewbox=\"0 0 1024 1024\" preserveaspectratio=\"xMidYMid meet\" height=\"1em\" width=\"1em\" style=\"vertical-align: -0.125em;\" aria-hidden=\"true\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"m960 95.888l-256.224.001V32.113c0-17.68-14.32-32-32-32s-32 14.32-32 32v63.76h-256v-63.76c0-17.68-14.32-32-32-32s-32 14.32-32 32v63.76H64c-35.344 0-64 28.656-64 64v800c0 35.343 28.656 64 64 64h896c35.344 0 64-28.657 64-64v-800c0-35.329-28.656-63.985-64-63.985zm0 863.985H64v-800h255.776v32.24c0 17.679 14.32 32 32 32s32-14.321 32-32v-32.224h256v32.24c0 17.68 14.32 32 32 32s32-14.32 32-32v-32.24H960v799.984zM736 511.888h64c17.664 0 32-14.336 32-32v-64c0-17.664-14.336-32-32-32h-64c-17.664 0-32 14.336-32 32v64c0 17.664 14.336 32 32 32zm0 255.984h64c17.664 0 32-14.32 32-32v-64c0-17.664-14.336-32-32-32h-64c-17.664 0-32 14.336-32 32v64c0 17.696 14.336 32 32 32zm-192-128h-64c-17.664 0-32 14.336-32 32v64c0 17.68 14.336 32 32 32h64c17.664 0 32-14.32 32-32v-64c0-17.648-14.336-32-32-32zm0-255.984h-64c-17.664 0-32 14.336-32 32v64c0 17.664 14.336 32 32 32h64c17.664 0 32-14.336 32-32v-64c0-17.68-14.336-32-32-32zm-256 0h-64c-17.664 0-32 14.336-32 32v64c0 17.664 14.336 32 32 32h64c17.664 0 32-14.336 32-32v-64c0-17.68-14.336-32-32-32zm0 255.984h-64c-17.664 0-32 14.336-32 32v64c0 17.68 14.336 32 32 32h64c17.664 0 32-14.32 32-32v-64c0-17.648-14.336-32-32-32z\" fill=\"currentColor\"><\/path><\/svg><\/span><span class=\"gb-headline-text\">Organisational preparation<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Coordinate appointment<\/li>\n\n\n\n<li>Block time<\/li>\n\n\n\n<li>Reserve room<\/li>\n\n\n\n<li>Send documents for preparation<\/li>\n\n\n\n<li>Exclude interference<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-433bf91c\"><div class=\"gb-container gb-container-433bf91c\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-e8a28dd6\"><span class=\"gb-icon\"><svg viewbox=\"0 0 20 20\" preserveaspectratio=\"xMidYMid meet\" height=\"1em\" width=\"1em\" style=\"vertical-align: -0.125em;\" aria-hidden=\"true\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M6.13 2.793A3.91 3.91 0 0 1 8.5 2a1.757 1.757 0 0 1 1.5.78A1.757 1.757 0 0 1 11.5 2a3.91 3.91 0 0 1 2.37.793c.525.408.93.973 1.073 1.656c.328.025.628.161.88.366c.382.31.66.775.835 1.267c.274.765.348 1.74.064 2.57c.072.034.143.074.212.12c.275.183.484.445.638.754c.303.605.428 1.449.428 2.474c0 1.141-.435 1.907-.987 2.38a2.68 2.68 0 0 1-1.054.555c-.1.558-.38 1.204-.819 1.752c-.57.715-1.454 1.313-2.64 1.313c-.94 0-1.688-.52-2.174-1.03a4.252 4.252 0 0 1-.326-.385a4.245 4.245 0 0 1-.326.385C9.188 17.48 8.441 18 7.5 18c-1.186 0-2.069-.598-2.64-1.313a4.057 4.057 0 0 1-.819-1.752a2.68 2.68 0 0 1-1.054-.555C2.435 13.907 2 13.14 2 12c0-1.025.126-1.87.428-2.474a1.92 1.92 0 0 1 .638-.755a1.58 1.58 0 0 1 .212-.118c-.284-.832-.21-1.806.064-2.571c.175-.492.453-.957.835-1.267c.252-.205.552-.34.88-.366c.144-.683.549-1.248 1.074-1.656ZM9.5 4.5v-.01l-.002-.05a2.744 2.744 0 0 0-.154-.764a1.222 1.222 0 0 0-.309-.49A.76.76 0 0 0 8.5 3a2.91 2.91 0 0 0-1.756.582C6.28 3.943 6 4.432 6 5a.5.5 0 0 1-.658.474c-.188-.062-.356-.027-.535.117c-.196.16-.387.444-.524.827c-.279.782-.25 1.729.133 2.305A.5.5 0 0 1 4.5 9h.75a2.25 2.25 0 0 1 2.25 2.25v.335a1.5 1.5 0 1 1-1 0v-.335c0-.69-.56-1.25-1.25-1.25H3.5a.499.499 0 0 1-.175-.032l-.003.006C3.124 10.369 3 11.025 3 12c0 .859.315 1.343.638 1.62c.347.298.732.38.862.38a.5.5 0 0 1 .5.5c0 .368.2 1.011.64 1.563c.429.535 1.046.937 1.86.937c.56 0 1.062-.313 1.45-.72c.191-.2.34-.407.437-.577a1.573 1.573 0 0 0 .113-.236V7.5H8.415a1.5 1.5 0 1 1 0-1H9.5v-2Zm1 9.999v.967a1.575 1.575 0 0 0 .113.236c.098.17.246.377.436.577c.389.407.892.72 1.451.72c.814 0 1.431-.402 1.86-.937c.44-.552.64-1.195.64-1.563a.5.5 0 0 1 .5-.5c.13 0 .515-.082.862-.38c.323-.277.638-.761.638-1.62c0-.975-.125-1.63-.322-2.026a.923.923 0 0 0-.3-.37A.657.657 0 0 0 16 9.5a.5.5 0 0 1-.416-.777c.384-.576.412-1.523.133-2.305c-.137-.383-.328-.668-.524-.827c-.179-.144-.347-.18-.535-.117A.5.5 0 0 1 14 5c0-.568-.28-1.057-.745-1.418A2.91 2.91 0 0 0 11.5 3a.76.76 0 0 0-.535.186a1.22 1.22 0 0 0-.31.49a2.579 2.579 0 0 0-.155.814v9.01h.75c.69 0 1.25-.56 1.25-1.25v-1.835a1.5 1.5 0 1 1 1 0v1.835a2.25 2.25 0 0 1-2.25 2.25h-.75ZM6.5 7a.5.5 0 1 0 1 0a.5.5 0 0 0-1 0ZM13 9.5a.5.5 0 1 0 0-1a.5.5 0 0 0 0 1Zm-6 3a.5.5 0 1 0 0 1a.5.5 0 0 0 0-1Z\" fill=\"currentColor\"><\/path><\/svg><\/span><span class=\"gb-headline-text\">Mental preparation (attitude)<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>I want to understand the other's perspective<\/li>\n\n\n\n<li>The interlocutor is part of the solution (especially important in difficult conversations)<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n\n<h3 id=\"inhaltliche-vorbereitung\" class=\"gb-text two-lines gb-text-5cc2e93b\">Content preparation<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Before you prepare the appointment organisationally, you should ask yourself central questions about the content:<\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-8f761849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<p class=\"wp-block-paragraph\">Objective of the conversation \/ desired result (What?)<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p class=\"wp-block-paragraph\">What do I want to have achieved at the end of the conversation?<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-8f761849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<p class=\"wp-block-paragraph\">Benefit \/ Sense (Why?)<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p class=\"wp-block-paragraph\">Why is this outcome of the conversation important? What is the risk for me if we do not achieve it?<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-8f761849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<p class=\"wp-block-paragraph\">Aim of the employee<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p class=\"wp-block-paragraph\">What is the employee's goal?<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-8f761849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<p class=\"wp-block-paragraph\">View of the employee<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p class=\"wp-block-paragraph\">What questions \/ arguments \/ objections could the employee bring that are crucial for the desired result?<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-8f761849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<p class=\"wp-block-paragraph\">Success factors (How?)<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p class=\"wp-block-paragraph\">What will be crucial to reach a common \/ my desired outcome?<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-8f761849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<p class=\"wp-block-paragraph\">Time<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p class=\"wp-block-paragraph\">How much time do we need to achieve this common \/ desired outcome?<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-8f761849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<p class=\"wp-block-paragraph\">Time (When?)<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p class=\"wp-block-paragraph\">How long does the employee need to be well prepared for the interview?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When is therefore the earliest possible time for this conversation?<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-8f761849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<p class=\"wp-block-paragraph\">Atmosphere (How?)<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p class=\"wp-block-paragraph\">Where should we have the conversation to achieve the common \/ desired outcome?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">What else is crucial to create a supportive atmosphere for conversation?<\/p>\n<\/div>\n<\/div>\n\n\n\n<h3 id=\"organisatorische-vorbereitung\" class=\"gb-text two-lines\">Organisational preparation<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Some framework conditions for organisational preparation result from the answers to the questions on content. In the run-up to a corresponding appointment invitation, the question: \"What should my employee know so that we can start our conversation on time and prepared?\" is crucial.<\/p>\n\n\n\n<h3 id=\"mentale-vorbereitung\" class=\"gb-text two-lines\">Mental preparation<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In addition to preparing for the interview in terms of organisation and content, it is important that you adjust mentally to the interlocutor. This is especially crucial for a conversation if the chemistry between you and the person you are talking to is not one hundred percent or if the occasion for the conversation is a critical one.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Even if it may sound paradoxical to you, the attitude that \"the other person is part of the solution\" is decisive in order to have a conversation on an equal footing, especially during criticism or dismissal.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Especially if your interlocutor has made a mistake, he will only change his behaviour and avoid the mistake in the future if he is part of the solution. But if you see the employee as part of the problem, you will radiate this and get exactly what you don't want, an employee who continues to be part of the problem.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In his books \"Creator of Reality\" and \"A New Me\", the American scientist and author Dr. Joe Dispenza goes into the basics of quantum physics in an understandable way and outlines the effects on us and what we get from life. Energy always responds to focused attention. So, if they see the employee as a problem, they reinforce the problematic side of the employee. If you see him as part of the solution and act accordingly, you have a good chance of laying the foundation for a change in the employee's behaviour.<\/p>\n\n\n\n<p class=\"gb-headline gb-headline-c4fab48a gb-headline-text topline\">How do I conduct a good appraisal interview?<\/p>\n\n\n\n<h2 id=\"durchfuhrung-von-mitarbeitergesprachen\" class=\"gb-text one-line klein\">Conducting staff appraisals<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">We have summarised below how an appraisal interview can be structured and which questions managers can use to guide you through such an interview.<\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">In principle, the <strong>following structure<\/strong> applies to every conversation:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\"Door opener\" and opening remarks<\/li>\n\n\n\n<li>Name the objective of the conversation<\/li>\n\n\n\n<li>Enquire about employee views<\/li>\n\n\n\n<li>Mental check: To what extent does the employee's view coincide with your own?<\/li>\n\n\n\n<li>Highlight commonalities, explain differences in a comprehensible way<\/li>\n\n\n\n<li>Work out a solution together<\/li>\n\n\n\n<li>Define further procedure<\/li>\n\n\n\n<li>Make a binding agreement<\/li>\n\n\n\n<li>Ending the conversation in an appreciative way<\/li>\n<\/ul>\n\n\n\n<p class=\"gb-headline gb-headline-9c3419ff gb-headline-text topline\">What should be considered in staff appraisals?<\/p>\n\n\n\n<h2 id=\"stolperfallen-bei-mitarbeitergesprachen\" class=\"gb-text one-line klein\">Pitfalls in staff appraisals<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In the process of planning and conducting staff appraisals, there are some pitfalls you can avoid:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"stolperfalle-1-zeitplanung-vor-inhaltlicher-planung\">Pitfall #1: Time planning before content planning<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Most managers plan a standard 60 minutes for appraisal interviews without thinking about what they want to discuss in the interview and how much time they realistically need for the interview. You can avoid this by applying first the \"what\", then the \"how\".<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"stolperfalle-2-uberraschung-fur-den-mitarbeiter\">Pitfall #2: Surprise for the employee <\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">If the employee and you have very large discrepancies as to which goals or task priorities are defined or how performance is evaluated, in most cases there is a deficient feedback structure and insufficient communication.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Basically, there should be no big surprises in the staff appraisals, as an open exchange of information and a constructive and regular feedback culture ensure a similar level of information.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"stolperfalle-3-storungen\">Pitfall #3: Disturbances<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">It is not only embarrassing when the mobile phone rings, it is also disrespectful. Therefore, it is an absolute must for both conversation partners that disturbances caused by mobile phone or telephone ringing, quick e-mail checking or WhatsApp writing are excluded. Furthermore, in addition to a confidential atmosphere, it must also be ensured that other colleagues do not enter the office or meeting room without being asked.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"stolperfalle-4-weichgespulte-und-unkonkrete-botschaften\">Pitfall #4: Soft and unspecific messages<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Do you know the situation? You like your colleague, but still have to give him or her critical feedback or refuse a request? And so that your colleagues don't hold it against you, you use as many softeners as you can.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In our article <a href=\"https:\/\/managementberatung-coaching.de\/en\/communication-softener\/\" target=\"_blank\" rel=\"noreferrer noopener\">\"Actually, you should try\"<\/a> we have written about this in detail and give concrete tips for clear, authoritative language.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Replace the word \"would\" with \"will\".<\/li>\n\n\n\n<li>Use \"please\" and \"thank you\" instead of \"actually\" and \"maybe\" for polite communication.<\/li>\n\n\n\n<li>Designate clear responsibilities such as \"you\", \"we\" or the name and address those responsible directly.<\/li>\n\n\n\n<li>Communicate concrete deadlines by which things will be done.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">It also helps if you use concrete examples to support what you have said. Especially when it comes to evaluating performance in appraisal interviews, it helps if you take notes during the year that you can use in the annual appraisal.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"stolperfalle-5-im-affekt-und-unter-hormoneinfluss-sprechen\">Pitfall #5: Speaking in the heat of the moment and under the influence of stress hormones<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">You can put your foot in it especially when talking about criticism. Therefore, the rule of thumb is: Never talk in the heat of the moment, but sleep on it. This helps you to analyse the situation with distance, to write down facts and to see the other person as part of the solution.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In addition, your stress hormones have depleted overnight. Your brain is no longer in a hormonal fog. As a result, you can also access abilities that lie outside our three primal instincts fight, flight or play dead. This ensures your professionalism as a leader and contributes significantly to a constructive discussion atmosphere.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tip: Try to find a quality that you really like about this employee. This facilitates your attitude of \"the employee is part of the solution\".<\/p>","protected":false},"excerpt":{"rendered":"<p>In many organisations, staff appraisals are scheduled at the start of the year. In this article, we look at what contributes to good interview preparation, how appraisal interviews should be structured; we show which pitfalls there are and how you can avoid them.<\/p>","protected":false},"author":2,"featured_media":18571,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_titles_title":"Mitarbeitergespr\u00e4che f\u00fchren","_seopress_titles_desc":"Warum sind Mitarbeitergespr\u00e4che unverzichtbar? 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