如何进行有效的绩效面谈（How to conduct an effective performance interview）.docVIP

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如何进行有效的绩效面谈（How to conduct an effective performance interview）.doc

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如何进行有效的绩效面谈（How to conduct an effective performance interview）

如何进行有效的绩效面谈（How to conduct an effective performance interview） How to carry out effective performance interview Zhaorilei [name] project development and management of human resources [Special] No. F102 [2008 04] issue copy The effective performance of the interview is to help the analysis of performance results of employees, but not simply to tell how many employees? Performance 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 puts forward constructive suggestions for improvement, to help improve the performance of employees, improve the ability. To realize the purpose of performance appraisal to help improve the performance of employees, rather than scoring draw, is the only way to interview. In practice, the implementation of the performance management interview should pay attention to the following questions: In order to solve the problem as the starting point First of all, the performance interview not tell how many employees had told the staff, but why these points. When in an interview, the score is not important how much 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. Secondly, the performance of the interview is for managers and employees to discuss the chances of success, instead of arguing and debating places. 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 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