Development interview

In a nutshell: What's it all about?

The manager and employee discuss the current career situation, including an assessment of objectives and possible prospects. Together they agree on the next development steps and the measures required.

Opportunities and possibilities

The aim and opportunity is to both challenge and encourage employees. In the event of poor performance and/or behaviour, measures can be introduced at an early stage to prevent frustration and a drop in performance throughout the team. At the same time, as manager you can support your employees in their professional development in a forward-looking manner and encourage them to use their own initiative.

Get active: How to demonstrate good leadership

Review the current function and possible career prospects with your team member.
Ask your employee whether they have any needs that have not been met.
Make it clear to your employees that you take them seriously and value them.
Explain that you would like to encourage and motivate your staff in any way possible, to support their professional development.

Self-reflection: Am I applying my social and leadership competencies effectively?

Enabling people:

How have I supported and encouraged employees in their further development?
Do all employees know what is expected of them in terms of tasks, objectives and personal development?
Has my team member recognised their own potential through a constructive, open discussion?
What positive changes have I observed since the discussion?

Acting responsibly:

Have I discussed individual responsibility with my team member?
What feedback have I implemented from the employee survey concerning personal development and the appraisal interview?
Have I asked the employee to set out their own views and impressions?

Nurturing well-being:

To what extent have I promoted a culture of mutual understanding and trust?
How have I encouraged my team member to actively take part in the discussion to ensure they gain the maximum possible benefit from it?
Are my employees motivated by development measures and keen to perform?

In short: 5 steps to success

1. Prepare for the interview 2. Schedule the time and venue 3. Conduct the interview and follow-ups with a description of what was discussed and the next steps 4. Document the interview in the appropriate system 5. Implement and review the agreed measures with the employee

Areas of responsibility: Roles

Manager: initialisation, mentoring, promotion

Employee: own responsibility for personal development

HR: offers advice and acts as a sparring partner if required

Main responsibility

Manager

Tools and tips immediately available

Additional learning nuggets with set dates

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