How to run a fulfilling performance interview
How can we transform an annual meeting into a true moment of introspection, benevolence and joint celebration?
Too often, appraisal destroys human spirit and, in the span of a 30-minute meeting, can transform a vibrant, highly committed employee into a demoralized, indifferent wallflower who reads the want ads on the weekend. ... They don’t work because most performance appraisal systems are a form of judgment and control.
How can we switch performance meeting from a perspective of fear, judgment, and separation to one of love, acceptance, and connection?
We design our annual interview to combine benevolence and a position of love, subjective speech and qualitative questioning for employee.
The performance evaluation interview is conducted with all members of his team and is structured in three stages:
Employee shares his/her own performance and aspirations
As an employee, you reflect and share your own performance and aspirations based on a list of questions to trigger the thinking.
One minute of silence to connect
The team share a minute of silence during which colleagues close their eyes and try to hold the employee in their heart, to let go of any form of judgment and offer feedback from a place of love and connection.