VZUG_230131_layout_P1_MA_EN_L13

WELCOME
The manager opens the discussion, outlines its scope and informs
the employee of the discussion objectives, content and procedure.
FEEDBACK AND DEVELOPMENT
WELL-BEING: The employee talks about their own professional
and personal well-being and how they would assess their
resource management. The manager asks questions to gain
additional information and shares their own perceptions.
PERFORMANCE: Both jointly reflect on the employee’s performance
and the extent to which they have achieved their objectives,
and the manager gives their assessment.
Further and/or new performance objectives are agreed.
COMPETENCES: The necessary core competences are defined
based on the employee’s function, current well-being and the
performance objectives set. Next, a target/actual comparison is
undertaken.
DEVELOPMENT PROSPECTS: After the participants have
reflected on “well-being”, “performance” and “competences” they
define development objectives and concrete measures including
responsibilities and deadlines.
FEEDBACK TO MANAGER
The employee gives the manager personal feedback.
NEXT STEPS, WRAP UP
Set together the next employee appraisal discussion. Reflection:
How did each of them find the discussion? Which topics were
valuable, challenging etc.?
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