Interview between partners

1 hour

twice

Once or twice a year

#aligned partners

Goal

To guide your partner in the success of his/her activities

Description

Cohesion between partners is essential. No hierarchy but a necessity to cultivate the habit of understanding and helping one another, and to find a shared dynamic. This interview serves as a more formal discussion than usual, which will allow you to work together more efficiently. This is a chance to review the year and to prepare for the year to come.

Key steps

A few days before the interview :
Each partner prepares his/her answers to the questionnaire. Please remember that it is essential to prepare for the interview, otherwise reschedule it

First hour of the interview :
One of the partners asks the questions, actively listens, acknowledges receipt of the answers and writes down comments (congratulations, encouragement, ideas for actions, proposals for assistance...)

Second hour of the interview :
Reverse the roles

The keys to a successful interview

Manager

- I respect the frequency of interviews

- I invite my employee a week in advance

- I prepare myself in writing

- I respect the chronology of questions

- I complete the action plan

- I update his personal data

- I have the report validated by my employee

Employee

- I call my manager again in case of interview cancellation

- I prepare myself in writing

- I answer by respecting the chronology of the questions

- I make proposals for action plans

- I read the report before validating the interview

Winning attitudes during the interview

The positive attitude :

It's an open look at the interview. Consider the success of the collaboration and pass on your confidence.

The right questions :

There are no wrong answers, there are only bad questions

The active listening :

Give real attention to his answers. Leave him the floor until he has left 4 seconds of silence.

First the positive :

So that the employee finds the energy and the desire to surpass himself.

Question to delegate :

Let the employee choose his path, so as not to confine him in a role of executant : "How do you plan to take it ?"

Control to help :

Do not let gaps widen, build trust by setting regular tracking points.

Questionnaire

What have you achieved in the period elapsed ?

Employee's preparation :
-
Manager's preparation :
-

What are your strong suits and key skills for the company ?

Employee's preparation :
-
Manager's preparation :
-

How can you be even more efficient ?

Employee's preparation :
-
Manager's preparation :
-

What concrete goals do you wish to achieve in the upcoming period ?

Employee's preparation :
-
Manager's preparation :
-

What are your wishes in terms of career developments ?

Employee's preparation :
-
Manager's preparation :
-

What do you suggest to concretely improve our company ?

Employee's preparation :
-
Manager's preparation :
-

What do you suggest to concretely improve our relationship as partners ?

Employee's preparation :
-
Manager's preparation :
-

Conduct this interview online with your employees

Jem let you conduct all your interviews online
The digitization of interviews is an important step in the professionalisation of your management.