What has gone well recently, where is there still potential? What development opportunities are there for the employee, what goals should be achieved in the new year? These topics are often the subject of appraisal interviews. If honest feedback is given, conflicts are not avoided and no attempt is made to find the culprit in the other person, this can be important for personnel development.
However, discussions between supervisors and employees should not only take place once a year at a fixed date, but regularly in response to a specific situation. It’s not about invading the other person’s privacy or acting as their psychotherapist, but listening instead of just talking and building a relationship. This establishes a kind of early warning system in the company: employees who have a problem or are annoyed about something are much more likely to talk about it. Together we can look for a solution. In the best case, this prevents employees from burning out or feeling underwhelmed and only completing the compulsory program. The emotional bond with the company increases, urgently needed workers are retained.
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e.prechtl@nachrichten.at
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