The Developmental/Appraisal Interview The value of the appraisal interview Set the future performance goals “Contextualize” episodes Motivate employee Correct misperceptions & behaviors Add value to company 9/21/2018 Phillip G. Clampitt, Ph.D.

II. Preparing for the appraisal interview A. Set a specific time B. Assess purpose C. Assign EE some preparation D. Plan agenda 9/21/2018 Phillip G. Clampitt, Ph.D.

II. Preparing for the appraisal interview (cont’d) E. Plan strategy 1. Tell - Sell 2. Tell - Listen 3. Listen - Tell 4. Combination F. Plan schedule 9/21/2018 Phillip G. Clampitt, Ph.D.

II. Preparing for the appraisal interview (cont’d) G. Select appropriate setting Anticipate problems and responses Defensiveness/Denial Crying Unresponsive 9/21/2018 Phillip G. Clampitt, Ph.D.

III. Conducting the interview A. Communicate the purpose B. Communicate the importance of the interview C. Discuss how the information will be used D. Seek EE participation E. Develop main points 9/21/2018 Phillip G. Clampitt, Ph.D.

III.Conducting the interview (cont’d) F. Be specific in the evaluation G. Keep a sense of priorities H. Be problem-oriented, not person-oriented I. Talk about goals J. Have a definite conclusion 9/21/2018 Phillip G. Clampitt, Ph.D.

IV. Being an effective appraiser Better supervisors… Tend to be tougher raters Tend to be sensitive to the feelings and ego-defensive needs of subordinates Are more adept at setting realistic goals with subordinates See appraisal as not just an isolated event but rather as a part of an integrated personnel system that is related to recruitment, placement and development of employees Recognize that it is undesirable to only evaluate an employee’s personality traits 9/21/2018 Phillip G. Clampitt, Ph.D.