Answer:
Interpersonal communication is the basis of performance review in which both the employee and his reporting officer are involved. The general climate of such conversation in performance review should be congenial which may help the employee to be in a receptive mood. It is important to keep in mind that communication is greatly influenced by how problems and issues are perceived by the two persons involved in the conversation. Communication may get distorted if people are not empathic to each other and do not try to understand each others’ point of view. Non-verbal communication is as important as verbal communication. People speak much more through their gestures and postures than through words. The tone and manner of speaking is also important.
Interpersonal feedback is an important input for increasing self-awareness. It helps in reducing the blind area of a person, helping him to become more aware about his strengths and weaknesses. If properly used, it results in higher mutuality between two persons. The process of interpersonal feedback and conditions which make it effective have been discussed in detail elsewhere.
A meaningful performance appraisal is a two-way process that benefits both the employee and the manager. For employees, appraisal is the time to find out how the manager thinks they are performing in the job. For a manager, a formal appraisal interview is a good time to find out how employees think they are performing on the job. The planning appraisal strategy has to be done:
Before the Appraisal
- Establish key task areas and performance goals.
- Set performance goals for each key task area.
- Get the facts.
- Schedule each appraisal interview well in advance.
During the Appraisal
- Encourage two-way communication.
- Discuss and agree on performance goals for the future.
- Think about how you can help the employee to achieve more at work.
- Record notes of the interview.
- End the interview on an upbeat note.
After the Appraisal
- Prepare a formal record of the interview.
- Monitor performance.
- Feedback session – tell and sale, tell and listen, problem solving.
- Developing need based training program.
- Working out reward based incentives.
