1
5-10 minutesWelcome and Framework
Ensure a relaxed atmosphere. Clarify that you will take the time for the conversation and that all topics can be discussed in detail.
AI role-plays for leaders
Step-by-step guide: Appraisal Conversation
Total duration approx. 50–65 minutesQuick Reference
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.
Appraisal Conversation — Quick Reference (5 phases)
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15-20 minutesReflection and Self-Assessment
Give yourself enough time for your self
3
15-20 minutesFeedback and Exchange
Formulate your feedback in an "I" focused and solution
4
10-15 minutesGoals and Development Perspectives
Set SMART goals (Specific, Measurable, Attractive, Relevant, Time
5
5-10 minutesSummary and Conclusion
Ensure that all important points are documented in writing. Ask if there are any further questions or comments. Reinforce your appreciation for the work bein…
The 5 Phases for successful Evaluation Conversations
THEORY READ — PRACTICE NOW
Practice this conversation with AI
Coach Nora to recognize why she hesitates on higher-priced arrangements and agree on one concrete, customer-centered behavior change for future sales conversations.
The Floral Designer Who Undersells Every Arrangement
Nora Calloway
MediumFloral Designer · ISFJ
A talented service employee who protects customers from spending and undervalues her own expertise because she equates kindness with holding back.
rounds totals downapologizes for prices
Free·5-10 minutes·With feedback
1
Welcome and Framework
5-10 minutesStart the conversation with a friendly greeting. Briefly explain the purpose and structure of the evaluation discussion to create an open atmosphere. Emphasize that this is a dialogue and that you are interested in their feedback.
Tips
- Ensure a relaxed atmosphere. Clarify that you will take the time for the conversation and that all topics can be discussed in detail.
Example phrases
- "Hallo [Name], schön, dass wir heute Zeit für unser Beurteilungsgespräch haben. Es geht darum, gemeinsam auf deine Entwicklung und unsere Zusammenarbeit zu schauen und zukünftige Ziele zu besprechen."
2
Reflection and Self-Assessment
15-20 minutesAllow yourself the space to reflect on your own achievements and developments over the past period. Consider your successes, challenges, and areas for learning. Practice active listening and ask clarifying questions.
Tips
- Give yourself enough time for your self-assessment. Avoid jumping to conclusions too quickly. Ask open-ended questions such as, "How would you describe your performance over the past few months?" or "Which projects did you particularly enjoy and why?"
Example phrases
- "Lass uns zunächst auf die letzten Monate zurückblicken. Wie schätzt du deine eigene Entwicklung und deine Beiträge in diesem Zeitraum ein? Was waren aus deiner Sicht deine größten Erfolge und wo siehst du noch Potenzial?"
3
Feedback and Exchange
15-20 minutesProvide your constructive feedback on your performance and behavior. Make sure to mention specific examples and address both strengths and areas for development. Allow yourself the opportunity to respond to the feedback and present your perspective.
Tips
- Formulate your feedback in an "I" focused and solution-oriented manner. For example: 'I observed that you performed very well in Project X, especially in Y.' Avoid generalizations. Ask for their perspective: 'How do you see it?'
Example phrases
- "Vielen Dank für deine Einschätzung. Ich möchte dir nun mein Feedback geben. Ich habe bemerkt, dass du bei [Beispiel Stärke] hervorragende Arbeit leistest. Bezüglich [Beispiel Entwicklungsfeld] sehe ich noch Potenzial. Wie empfindest du das?"
4
Goals and Development Perspectives
10-15 minutesCollaboratively develop concrete and measurable goals for the upcoming period. Discuss what support you need to achieve these goals and what development opportunities are available for you. Focus on future-oriented planning.
Tips
- Set SMART goals (Specific, Measurable, Attractive, Relevant, Time-bound). Inquire about your wishes and ideas for your professional development. Together, consider which training or projects could advance your career.
Example phrases
- "Lass uns gemeinsam überlegen, welche Ziele wir uns für die kommende Zeit setzen können. Was möchtest du persönlich und beruflich erreichen? Wie kann ich dich dabei unterstützen?"
5
Summary and Conclusion
5-10 minutesSummarize the key points of the discussion, particularly the agreed-upon goals and actions. Clarify any outstanding questions and express gratitude for the open conversation. If necessary, schedule a follow-up meeting.
Tips
- Ensure that all important points are documented in writing. Ask if there are any further questions or comments. Reinforce your appreciation for the work being done.
Example phrases
- "Vielen Dank für das offene und konstruktive Gespräch. Lass uns die wichtigsten Punkte zusammenfassen: Wir haben uns auf [Ziel 1] und [Ziel 2] geeinigt, und ich werde dich dabei durch [Maßnahme] unterstützen. Hast du noch Fragen oder Anmerkungen?"
Avoid Mistakes
Common mistakes in Evaluation Conversations
and how to avoid them
These typical mistakes can jeopardize the success of your conversation. Recognize them early and respond professionally.
Mistake #1
The Past-Focus Error
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.
Mistake #2
The Generic Evaluation
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.
Mistake #3
The Surprise Attack
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.
Mistake #4
The One-Sided Monologue Trap
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.
Mistake #5
The Numbers-Without-Context Error
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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Guide for Development Conversations
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Guide for Employee Conversations
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