PERFORMANCE INTERVIEWS...

1. Once appraisal is made of employees, the ratters should

discuss and review the performance with the ratees so
that they will receive a proper feedback.

2. Interview has three goals:
A.) To change behaviour employees whose
performance does not meet organisational
requirements or their own personal goals,

B.) To maintain the behaviour of employees who
perform in an acceptable manner, and

C.) To recogonise superior performance behaviours
so that they will be continued.
CONDUCTING THE APPRAISAL
INTERVIEW...
1

Ask for Self Assessment.
Invite Participation

2

Minimise Criticism
Express Appreciation.

3

Change behaviour, not the person.
Focus on solving problems.

4
Be supportive.
Establish Goals
Follow up day-to-day.

Where does it fail?

1. With the increase in the number of raters from one to five
(commonly), it becomes difficult to separate, calculate and
eliminate personal biases and differences.

2. It is often time consuming and difficult to analyze the information
gathered through 360 degree Appraisal.

3. The results can be manipulated by the employees towards their
desired ratings with the help of the raters.
720 DEGREE FEEDBACK
1. 720 degree as the name suggests is 360 degree
twice.

2. It provides for two round of feedback (a pre
and post ) or a feedback approach which is
done again after nine to twelve months.

3. This system is more development focused than
performance alone, and supplements training
and development functions in a better way.

4. A powerful developmental tool because when
conducted at regular intervals it helps to keep a
track of the changes, others perceptions about
the employees.