Lesson 5 Discussion Forum 2:
Based on your experiences, as well as the chapter information, what are some good “rules of thumb” for conducting successful performance appraisal interviews?
Your discussion is to be submitted in 12-point Times New Roman font using APA format with a minimum of two sources
Students are required to post their primary response (200 word minimum) by Thursday midnight. Students will respond to at least 2 other postings (150 words minimum each) by Sunday midnight.
Reply to post 1:
Rules of thumb in conducting appraisal interviews
Rules of thumb mean a set of guidelines that provides simplified advice on a particular subject. During the successful appraisal interviews, the evaluation of the particular candidate during the process is important. Managing the workforce and developing their skills according to global development is a high priority for many companies. It is difficult to know about the employees through performance reviews. Because some reviews might create a negative impact as the employees not satisfied with the reviews. A strategic interview-based session should conduct between the employees and the manager for appraisals (Almond, 2014).
Managers should treat this review meeting seriously and it is more formal. It directs the employees to climb one more step in their career. So it is mandatory for the managers to evaluate all the work done by the employees before starting the interviews. By creating separate folders about the employees according to their names in order to get through their projects and targets completion becomes easy. This makes the employees that you are well prepared for the interview with kinds of background work (Lai & Kwok, 2015).
The performance meeting is all about the facts but not opinions. It may be hard to differentiate but it is about the proper facts done by the employee throughout the annual year and the outcomes he gave to the organization. By making proper notes regarding the employee’s work can make a more easy way to analyze the candidate. The main thing in this performance interview is mangers should leave the personal elements with the employees outside the room itself. Be straight forward to the employees on giving raise and tell him the situations and communicate according to that. No favoritism should be shown during the performance appraisal meetings (Gu & Nolan, 2017).
Reply to post 2:
Discussion on the experience on the good “rules of thumb”
It is one of the, most important aspect for a human being, an adult is not just blowing candles or cutting cake on a birthday. It is much more than that; it is about building good habits and carrying responsibilities for all life. There are 11 rules of thumb, which will help us in life. Here are a few essential and ethical rules listed. It is effortless to leave things and leave our work or task for being piled up, and thus it becomes a burden for us when all the small tasks or works get piled up. So we should do our tasks on time. If it takes less than two minutes, then we must complete it right away this characteristic or the rule is applied to any work or situation which comes in our life such as doing the household works to responding to emails or working with emails as it is seen in the studies that sticking at one particular work results in being more productive (Barnum, 2020). Whatever task we have, we must complete it on the desired time that is right now. We should not leave it for the future, keeping your essential document safe and organized. Documents are one of the essential parts of one life; it is a very precious data that needs to be protected, or we can help we should keep our relevant data and documents safe. It should be appropriately organized nowadays. Data is like a very precious or fundamental property that needs proper care, so we should keep our data and essential document safe and secure both physically and digitally.
The ways for conduction successful performance appraisal interviews
Appraisal interviews are the interviews that are taken by the supervisors or the managers of the employee, where they discuss the performance of the employees, increment, and setting goals for the next appraisal interview (Clark et al., 2019). These interviews are critical as they help to track the employee’s performance and identify the employees who are not working correctly and not to provide anything to the company. There can be many ethical “rules of thumb” for successful performance appraisal interviews like having the full data and the record of the employee’s whole year to know his or her performance as it is essential to know every work record in the employee. The other rule is only putting up the facts regarding the employee’s work to avoid irrelevant discussions and not being emotional. At the same time, an appraisal interview is an essential rule because it can harm if you become emotional regarding the employee’s incompetency, which is essential to deal with. Being mere formal can impact the other meetings, so it is important to be formal with the employee to put up your points that need to be improved. These rules of thumb can help for making a successful performance appraisal interviews (Simonson, Zvacek&Smaldino, 2019). Every year, the managers or supervisors interview the employees regarding their work for performances of the whole year, discuss it, and set goals for them of the next appraisal interview. The excellent “rules of thumb” while taking a successful performance appraisal interviews are having full records of the employee’s work and performance based on which they can identify how well the employee is doing.