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preperation follow up employee interview

Employee interview – preparing and following up for managers

After we explained in the previous blog why employee meetings are so important in project teams or in companies, we now want to help you get the most out of the meetings.

This blog is about how to prepare for and follow up on performance reviews as a manager to get the most out of the meeting for you and the employee.

1. Preparation

Invite your employees to an interview early on

Since the preparation of the employee himself also plays an important part in the success of the interview, you should invite the employee to the interview as early as possible. Ideally, you should include the topics you want to discuss with the employee in the invitation and give him or her the opportunity to add to them during the meeting.

Preparation as a manager

As a manager, you should never go into an appraisal interview unprepared. If the manager has little or no preparation, this can quickly lead to frustration on both sides. In addition, the actual goal that was to be achieved with the interview can quickly be lost sight of. That’s why it’s all the more important that you prepare well for the interview.

On the one hand, you prepare yourself for the topics of the conversation. On the other hand, you also need information about your interviewer for a successful interview. We have created a short checklist for both areas, which will be particularly helpful in preparing for employee interviews.

Checklist for content preparation:

checklist employee interview - preperation of content

The better the relationship between these two interlocutors, the more the conversation will be on the substantive level, i.e. content will be better understood, discussed with each other, and the conversation will lead to a real solution, agreement or decision.

This checklist gives you some important points to make it easier for you to adjust to your conversation partner as a human being:

Checklist for preparing for your conversation partner:

2. Follow-up

After conducting the appraisal interview, follow-up is an absolute must! Reflecting allows you to highlight the key points of the interview once again and to deal specifically with what you or the employee should take away from the interview.

Ask yourself:

  • Were the goals of the conversation achieved?
  • What worked well?
  • What was not so good?
  • What can I do better next time?
  • What input did I get from my employee, and how can I implement this in the future?
  • How can I best support the employee so they can do their job successfully?

It’s best to take notes on this right after the fact so you can refer back to the conversation in the future. Provide your employee with the notes that directly concern him or her. This signals transparency and openness to the person you are talking to, and they know where they stand with you.

We believe that we have given you a good basis with this information, which will enable you to conduct your employee interviews in the best possible way in the future. Please feel free to give us feedback on how you were able to use our tips as a manager.

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