RELEVANT INTERVIEWS PER WEEK
APPLICANTS RECOMMEND US
PERFECT MATCHES A YEAR
Admittedly: There are now many recruitment consultancies. But only a few focus on certain specialist areas and therefore do not know the market and the industry well enough. That's what sets us apart!
Annual appraisals are an important part of human resource management in many companies. They offer employees and managers the opportunity to discuss performance, development and goals in a regular and structured way. As a manager, you naturally pursue different goals than your employees:
The basis for a motivating and positive annual appraisal is thorough planning on the part of HR and the supervisor. Also, do not forget to give your employees an overview of the topics and the structure of the interview. This way, both parties can prepare, know what to expect and there are no surprises.
How can an annual appraisal be structured?
How successful your next appraisal interviews will be can be controlled quite simply by asking questions. Phrases like "What were the biggest successes and challenges this year?" are used by - and they are important . However, more innovative questions can be more insightful because they are more thought-provoking.
The last question, for example, would be a good transition to the current situation: In order to evaluate the next year even better, to move from a 2 to a 1, what would have to change in concrete terms?
It is important that these questions are asked openly and invitingly so that staff can express themselves freely. This way you can find out what motivates them and what their goals and ambitions are, and then help them to achieve them. TIP: Give employees the necessary time to think about the question - patience is a virtue ;)
For many employees, work is an important part of their lives and it is important that they feel good in their job. It is not for nothing that we take our Passion Statement "making your life work better by making your work life better" very seriously.
Therefore, it is even more important that the interview is successful, because if annual reviews are not conducted well, employees leave the meeting disappointed and demotivated. Other consequences can be reduced work performance, less commitment or a negative working atmosphere. So-called "sham talks", which are only held as a pretext and in which one cannot speak openly, also lead to a loss of trust and credibility.
Through annual appraisals, you as a manager can find out how satisfied your employees really are and, if necessary, uncover potential for improvement and frustrations. This way you avoid an increased risk of staff turnover and resignations and make a sustainable investment in your team.
What distinguishes us as a recruitment consultancy? Our clear specialization in the finance, IT and real estate sectors. Plus: All of our consultants have industry-specific training and professional experience - because experts like to communicate at eye level.
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Annual appraisals are an important part of human resource management in many companies. They offer employees and managers the opportunity to discuss performance, development and goals in a regular and structured way. As a manager, you naturally pursue different goals than your employees:
The basis for a motivating and positive annual appraisal is thorough planning on the part of HR and the supervisor. Also, do not forget to give your employees an overview of the topics and the structure of the interview. This way, both parties can prepare, know what to expect and there are no surprises.
How can an annual appraisal be structured?
How successful your next appraisal interviews will be can be controlled quite simply by asking questions. Phrases like "What were the biggest successes and challenges this year?" are used by - and they are important . However, more innovative questions can be more insightful because they are more thought-provoking.
The last question, for example, would be a good transition to the current situation: In order to evaluate the next year even better, to move from a 2 to a 1, what would have to change in concrete terms?
It is important that these questions are asked openly and invitingly so that staff can express themselves freely. This way you can find out what motivates them and what their goals and ambitions are, and then help them to achieve them. TIP: Give employees the necessary time to think about the question - patience is a virtue ;)
For many employees, work is an important part of their lives and it is important that they feel good in their job. It is not for nothing that we take our Passion Statement "making your life work better by making your work life better" very seriously.
Therefore, it is even more important that the interview is successful, because if annual reviews are not conducted well, employees leave the meeting disappointed and demotivated. Other consequences can be reduced work performance, less commitment or a negative working atmosphere. So-called "sham talks", which are only held as a pretext and in which one cannot speak openly, also lead to a loss of trust and credibility.
Through annual appraisals, you as a manager can find out how satisfied your employees really are and, if necessary, uncover potential for improvement and frustrations. This way you avoid an increased risk of staff turnover and resignations and make a sustainable investment in your team.