As a leader, you need to conduct many Evaluation Conversations and need a standardized approach - that's what our guides are for. Optimize your preparation and conduct structured, goal-oriented conversations.
Duration: 5-10 minutes
Duration: 15-20 minutes
Duration: 15-20 minutes
Duration: 10-15 minutes
Duration: 5-10 minutes
With this guide, you are optimally prepared to successfully conduct Evaluation Conversations. Use the practical tips and example formulations for your specific situation.
Total duration approx. 50-65 Minuten
Give yourself enough time for your self
Formulate your feedback in an "I" focused and solution
Set SMART goals (Specific, Measurable, Attractive, Releva...
These typical mistakes can jeopardize the success of your conversation. Recognize them early and respond professionally.
You primarily discuss past performance rather than future potential. "Last year, you were often late and submitted two projects late." The employee feels judged and becomes defensive instead of being motivated for improvement. Our AI suggests: "For the upcoming year, I would like to discuss how you can enhance your punctuality and project management skills." This shifts the focus forward and fosters collaborative solutions.
You use vague wording without concrete examples. "You are a very dedicated employee and you do your job well." Such statements come across as superficial and do not aid the employee in their development. Our AI suggests: "Your dedication is particularly evident in the fact that you invested three additional research hours for the client presentation." Specific examples make your appreciation credible and clearly demonstrate what is valued. Try it for yourself.
You bring up important points of criticism only during the evaluation meeting. "I've noticed that you are often too reserved in meetings." The employee is shocked because they had no opportunity to improve. Our AI suggests: "We have already talked about your reservation in meetings - how do you see your progress?" Important topics should be addressed throughout the year, not just in the annual review. Try it out for yourself.
You talk 80% of the time and leave little room for the employee's perspective. "I think you should show more initiative and be more proactive." Without exchange, you miss out on important insights, and the employee feels unheard. Our AI suggests: "How do you see your role in project development, and where could you become more active?" Genuine conversations arise from questions, not lectures.
You present KPIs without context or discussion. "You've only achieved 85% of your goals." The employee doesn't know whether that's good or bad and what factors were at play. Our AI suggests: "With an 85% goal achievement, you're above the team average - let's explore what held back the missing 15%." Numbers need context and collaborative analysis to be valuable. Test it for yourself.
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Discover more conversation guides for different conversation types and expand your leadership skills.
Guide for Development Conversations
Guide for Annual Performance Reviews
Guide for Employee Conversations
Guide for Feedback Conversations
Guide for Feedback Conversations
Guide for Conflict Conversations
