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The interview • The appraisal interview must be a two-way
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process with the outcome negotiated and discussed rather than imposed. Another way or ensuring success is encouraging the individuals being appraised to become responsible for their own development—a process which may take time and patience, but one that is necessary for two reasons. Firstly, appraisal is more likely to succeed if it is 'personally owned'; secondly, the appraisees are, after ail, in the best position to know their own capabilities and aspirations within the business.
The interview process should be honest. It should seek to accentuate the strengths of each employee and establish how these can best be used for the benefit of the organisation. This is not to say that weaknesses should be ignored—wherever these are identified a method of improvement should be explored, through training, for instance.
But be careful not to focus solely on weaknesses; this will be demotivating. The aim of the appraisal is to leave staff feeling encouraged to achieve more.