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Twice yearly review

45 minutes
Twice a year
#45 minutes #Complete

Goal

To assess an employee's work every 6 months.
To evaluate the goals that were achieved and set the ones to come.

Description

The twice yearly review focuses on the employee's goals and is more regular than the yearly review.
It allows you to :
- Highlight the goals that were achieved
- Highlight and assess his/her skills
- Give him/her the opportunity to mention his/her lines of improvement, to set concrete, ambitious and suitable goals, to establish his/her action plan with you.
- And finally to formalize your exchanges and decisions by co-signing the review.

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 last 6 months ?
  • Employee's preparation :
    What have you achieved in the last 6 months ?
  • Manager's preparation :
    What has he/she achieved in the last 6 months ?
Because of which strong suits and new skills ?
  • Employee's preparation :
    Because of which strong suits and new skills ?
  • Manager's preparation :
    Because of which strong suits and new skills ?
What goals have you achieved as of today ?
  • Employee's preparation :
    What goals have you achieved as of today ?
  • Manager's preparation :
    What goals has he/she achieved as of today ?
What are your lines of improvement for the next 6 months ?
  • Employee's preparation :
    What are your lines of improvement for the next 6 months ?
  • Manager's preparation :
    What are his/her lines of improvement for the next 6 months ?
What new goal can you reach in the upcoming period ?
  • Employee's preparation :
    What new goal can you reach in the upcoming period ?
  • Manager's preparation :
    What new goal can he/she reach in the upcoming period ?
What can you do to improve your efficiency ?
  • Employee's preparation :
    What can you do to improve your efficiency ?
  • Manager's preparation :
    What can you do to help him/her succeed ?

Conduct this interview online with your employees

Jemanage let you conduct all your interviews online
The digitization of interviews is an important step in the professionalisation of your management.
You will have access to every questionnaires