The annual maintenance is a performance evaluation. But not only that.

It is also and above all an open discussion between an employee and his manager. This is an opportunity to look back on the past year, to take stock of your objectives, the prospects for development, to discuss the difficulties encountered and to share your opinions. To be conclusive and effective, this interview must be properly prepared.

So how do you approach the annual maintenance?

The conduct of an annual interview

1) Take stock

As an employee, taking stock means becoming aware of your past year, your achievements and your difficulties. It's time to ask questions. What did I achieve? What was I not able to do?

As a manager, the assessment allows you to look back on the past year, to listen to your employee, to show courage by explaining what is wrong and by preparing to hear what the employee has to say.

It is also a question of questioning ourselves, for both of us. Preparing this assessment well in advance allows you to arrive at the interview with confidence. It is therefore necessary to really reflect on your year and this, with precision.

2) List the objectives achieved

Look back at the goals set at the beginning of the year. Were you able to reach them? Highlight your risk taking, your initiatives, the numbers. Show your experience, the use of your soft skills...

3) Mention the difficulties encountered

As an employee, it is essential to prepare yourself to deal with potential failures or mistakes. This discussion is to be anticipated. It will allow you to take a step back but also to find solutions with the manager.

4) Determine your desires for evolution

Once the evaluation with the manager has been carried out, the collaborator will then discuss the prospects for improvement.

What to work on?

It's time to express your new goals, the skills that seem useful to develop, the changes to be implemented. From this work will come future short and long-term goals.

It is therefore important for employees to be vigilant about their statements so that they lead to goals that are consistent with their skills and productivity.

The manager, on the other hand, must know how to analyze what the employee offers him, and decide on appropriate objectives.

Call on a coach to prepare for your individual interview

Individual coaching is useful in preparing for your annual interview. For both the employee and the manager, he can contribute a lot and help to take the necessary perspective.

The professional coaching can meet various needs:

— For the manager: develop managerial courage, knowing how to say what is not appropriate, knowing how to encourage your employee, being clear about the future of the company, working on your managerial posture...

— For the employee: express their ambitions, their desires for development, take a step back, highlight their achievements, address the issue of an increase, communicate effectively...

This interview is important for the employee as well as for the manager. For the latter, it is crucial to know how to respond to your employee and find solutions.

The preparation of this interview must therefore be worked on rigorously. To do this, the professional coach can support you, carry out this introspection and preparation work with you.

The professional coaching also allows you to gain confidence before this interview with the help of scenarios, advice and methodologies.

The annual individual interview is less an evaluation than a discussion. It should be seen as an opportunity for communication between manager and employee.

This is the reason why its preparation should not be neglected. More than an interview, it is an opportunity to take stock of your work and to discuss essential topics.