Templates for employee appraisal interviews – one less thing to worry about

Employee appraisal interviews may not be required by law, but they’re something all companies should have. You may think they’re a bit of a pain but we’d certainly recommend that you think again. Such interviews should be of great value to your company and can act as a guiding star leading you towards your goals. Our task is to make things a little easier for you before, during and after a meeting.

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Before – Get ready for the conversation

A valuable one-on-one starts with good preparation. Now both manager and employee can add notes and talking points they want to remember for the meeting — and you can choose whether the notes are private or shared.

During – Get the conversation going

During the meeting, you go through the talking points and agree on what can be done. Both parties can see each other’s shared comments. The manager can add follow-up tasks and summarise the outcome before ending the one-on-one. Private notes stay private, of course. And don’t forget: end the meeting on a positive note.

After – Don’t forget what to work on next

Go back and check your shared notes so both manager and employee can be reminded of the goals you’ve set. That way, it’s easier to see if you’re on track by the next one-on-one. The completed meeting is always in your pocket – for both manager and employee – and follow-up tasks are updated in real time on mobile.

Huma is designed to make your working day easier. Access all the templates you need to make meetings and employee interviews a little less stressful and a great deal smoother. Available templates include those for annual/quarterly employee appraisal interviews, follow-up meetings for (long-term) sick leave, informal 1 on 1 interviews, 30-, 60- and 90-day onboarding interviews, board meetings and much more. You can also adapt the templates to suit your company or departments.

When you send out your interview invites, they are easy to add to your calendar – fuss-free and easy to see. You’ll have to try very hard to forget. Your pathway then becomes as simple as one-click invitation → check the calendar → meet up for the chat.

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A one-on-one starts even before the meeting itself. Share the meeting with the employee so they can add talking points and notes — both private and shared. That way, you’ll both come prepared with a clearer direction, and the conversation will flow more easily.

Write notes from the interview as you go along. This avoids anything being unclear and you both end up with a clear plan for measures to be taken, things that need to be worked on and whether or not there is anything that needs to stop now. Put the notes in the personnel folder so that everything is stored securely and access is restricted to the parties concerned.

That’s why many of our processes run themselves, reminding you to work in accordance with what you agreed, even after the actual interview. Indeed, the whole process becomes a little easier when you’ve got automated, simple, adaptable templates and tasks you can just tick off when completed.

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