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In most small accommodations contacts among colleagues and between bosses and subordinates should be on such a basis that frequent evaluation of all employees will be continues. However, even for small enterprises, a more formal, personal interview on individual employees regarding their functioning within the team, can create reflection which may well produce more insight into the overall functioning of the team. It can also provide a time to air misunderstandings among team members which have not been previously discussed. To maintain an up-to-date picture of the accommodation, a regular (annual) functioning interview is recommended. Such an interview should start with a two-way discussion on what each (boss or professional evaluator and subordinate) think are the main issues to be discussed regarding both the past and the coming year.
Based on this discussion a judgment of the employee should be made. Take care the judgment is made on facts (and not emotions) regarding behavior and performance. Subsequently, a second interview is organized. In this (one-way) discussion, the employee is informed that if the co-operation continues on the same terms, either a promotion or, if necessary, an end to the collaboration.
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