Interview Cycle Guide


Why a conversation cycle?

The interview cycle is an important part of a professional personnel policy. The goal is to come to clear agreements with your employees and evaluate them.

With a discussion cycle you can ensure an optimal connection between the objectives of your company and the KPIs of your staff . It's an excellent tool for developing the talents of employees.

Advantages of the conversation cycle?

Better performances

Perhaps one of your employees is underperforming. Or it performs well, but not optimally. The conversation cycle then offers possibilities to improve this performance. With this you make clear what performance you expect, possibly make adjustments and ultimately attach a judgment.

Better cooperation

Open and honest conversations can lead to better cooperation. With the conversation cycle you have several moments when you can hold such conversations. In this way you give employees the opportunity to indicate what they need to perform better. If you then take this into account, this will benefit the collaboration.

Which conversations do you have during the conversation cycle?

The conversation cycle usually revolves around three conversations. They take place at different times of the year. Read more about these conversations:

1. Planning interview

The beginning of the year is a good time to make new plans. That's why many companies start the year with a planning meeting . During this interview you as a supervisor will meet with your employee. They then discuss the objectives for the coming period.

Both parties have a say in this, because it's a two-way conversation. This means that not only your plans for the company or department are central, but also the plans and wishes of your employee. Another word for planning discussion is objective discussion.

2. Performance review

In the middle of the year you look at the performance. You have already been on the road for a few months and can then get a good picture of the progress. The performance appraisal interview is the perfect moment for this. You then check whether the employee is on schedule and needs adjustment.

You can also talk about mutual cooperation, among other things. In addition, the employee himself can add points, because just like with a planning interview, this is a two-way conversation. Another word for performance appraisal is progress appraisal.

3. Assessment interview

You look back at the end of the year. You can then judge the performance of the employee. You express this opinion during the assessment interview . In contrast to the planning interview and the performance interview, this is a one-sided interview.

During this interview, it's about your opinion and the associated consequences, such as whether or not a wage increase or contract extension continues. It's important to avoid a number of pitfalls during appraisal interviews.

5 tips for the interview cycle

Work with core values

To achieve good conversations, you must speak the same 'language' as your employees. Take a good look at what your joint drive is. What do you stand for as a team? With clear core values ​​you can motivate staff from a broader perspective.

Set the right goals

Setting concrete goals is crucial for the success of the interview cycle. Try to make goals challenging and measurable. For example, work with KPIs .

Provide a performance

reward Do you really want to get employees focused on achieving their goals? Then work with a well-chosen performance reward . There are many different forms. Test it and reap the benefits.

Also conduct a POP interview

In addition to the three conversations in the interview cycle, you can alsoconducta POP interview with your employee. You then help your employee with his personal development plan. In this way, someone can continue to grow within your company.

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