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It provides practical guidance on setting a comfortable private environment, allowing time to think, and beginning with the purpose of the appraisal while encouraging dialogue. It advises using open-ended questions, listening attentively, and turning the interviewee’s questions back to them. It also covers handling disagreement, building a specific self-improvement program, discussing future plans, closing with agreed points, and ensuring follow-through through official updates and ongoing reinforcement.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/let-them-know-how-theyre-doing-part-2-the-interview/322269/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/let-them-know-how-theyre-doing-part-2-the-interview/322269.png","ImageObject",300,407,{"name":92,"@type":93},"Patrick","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-11","2026-09-21",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",12,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"How should the supervisor set up the appraisal interview environment?","Question",{"text":113,"@type":114},"Create a private, comfortable place, allow ample time, and arrange not to be interrupted. The supervisor should remain relaxed so the subordinate can also feel at ease.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"What kinds of questions should be used to encourage dialogue?",{"text":118,"@type":114},"Start by explaining the appraisal’s purpose, assure the subordinate that their views matter, and ask open questions like “What is your opinion?” or “Have I overlooked anything?” Avoid questions that can be answered only with yes or no.",{"name":120,"@type":111,"acceptedAnswer":121},"What steps ensure follow-through after the interview?",{"text":122,"@type":114},"Make agreed revisions official by inserting changes on all copies of the job description. Write down updates to job objectives, work standards, and self-improvement goals promptly, then track progress throughout the year and reinforce the appraisal by casual visits.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},322269,1790450621,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":34,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":144,"read_time":145,"preview_page_count":4},549758146520,"https://ap-avatar.wpscdn.com/avatar/80002397d8c0411e94?_k=1775819394049821470","# Let Them Know How They're DoingPart 2:The Interview\n\nPART I focused on planning for the ap-praisal interview -reviewing the em-ployee's record,deciding on goals,and plan-ning what to say and how to say it.Nowyou're ready for the interview itself  \n## The setting\n\nDo all you can to make your subordinatefeel comfortable:provide a private,comfort-able place;allow ample time;arrange not tobe interrupted.You can help him or her relaxif you are relaxed and your manner is leisure-ly.  \n## Encourage dialogue\n\nBegin the interview by explaining the pur-pose of an appraisal.Assure your subordinatethat you value his opinions and want him toshare his views and ideas with you.Pause afteryou speak to give the person time to think.Listen attentively so that he or she can seethat you are interested.Invite him to expresshimself by asking:\"What is your opinion?\"or\"Do you see any problems in what I have pro-posed?”or “Have Ioverlooked anything?”  \nStay away from questions that can stop theconversation with a yes or a no.Ask questionsthat will keep him talking.Rely heavily on  \nHOSPITAL SUPERVISION  \nWho?Why?What?Where?When?How?  \nTurn the person's questions back to him tofind out what he thinks.When he asks youropinion,reply:\"What do you think?\"or“What do you mean?”Repeat or rephrasesomething he has said.He might,for example,say,\"I don't know what's the matter with thishospital.It used to be different.”\"It used tobe different?”will encourage him to go onand explain his feelings.  \n## Keep these points in mind\n\nTalk about him or her,not you.Avoid thetemptation to tell him about your experiencesand successes.Such talk will detract from hisproblem and won't help solve it.  \nTalk about specifics,not generalities.Qualify generalities with specific points andoccurrences.Be sure that different interpreta-tions of words and ideas are not causing dif-ferences of opinion.Carefully compare the re-sults of his or her performance with the tar-gets previously agreed upon.Be sure to givefull credit for accomplishments and work welldone.This is the easiest way to begin to com-pare results against expectations.Review goalsnot accomplished or areas in which improve-ment is needed.The person's appraisal,level,  \nand salary should be carefully explained dur-ing the interview.  \nDon't become emotionally involved.Re-main calm,unaffected,and untouched by theposition he takes,and even by any anger ordefensiveness he displays.Resenting what hesays,defending yourself against him,or “put-ting him in his place”will get you emotionallyinvolved and may stop him from expressinghis feelings.  \nNotice what he or she doesn't say.Watchfor signs of feelings,attitudes,and motives.There's as much to be learned from what hedoesn't say as from what he does say.  \nBe a good listener.You will help most byjust listening while the other person puts hisfeelings into words.  \n## Prepare for disagreement\n\nDon't expect your suggestions always to bereceived with ready agreement.Instead,findout why he or she doesn't agree;don't try toprove that you are right and he is wrong.Check the reliability of your own facts,and ofwhat he says.Be willing to change your con-clusions if the facts justify changing them.After all,people change constantly -so whyshouldn't opinions about them also change?  \n## The self-improvement program\n\nThe self-improvement program for the yearahead ought to be specific.Hopes and gen-eralities aren't good enough.It should includeonly a few items so that the person can con-centrate on them and really accomplish them.The program for improvement should specifysuch things as:what books are to be read;what courses of study are to be taken;whatmeetings are to be attended;what new ex-perience or responsibility is to be undertaken;what other steps are to be taken;what help isrequired and from whom.  \n## What else is on his mind?\n\nThe next step is to give the person a chanceto discuss anything else he or she wants to.Besure to let him know that he can discuss anyquestions that are on","cbCailvnJPxV4UjI","https://ap.wps.com/l/cbCailvnJPxV4UjI","pdf",1343056,"English","# The setting\n## Encourage dialogue\n## Keep these points in mind\n## Prepare for disagreement\n## The self-improvement program\n## What else is on his mind?\n## Closing the interview\n## Follow-through","[{\"question\":\"How should the supervisor set up the appraisal interview environment?\",\"answer\":\"Create a private, comfortable place, allow ample time, and arrange not to be interrupted. The supervisor should remain relaxed so the subordinate can also feel at ease.\"},{\"question\":\"What kinds of questions should be used to encourage dialogue?\",\"answer\":\"Start by explaining the appraisal’s purpose, assure the subordinate that their views matter, and ask open questions like “What is your opinion?” or “Have I overlooked anything?” Avoid questions that can be answered only with yes or no.\"},{\"question\":\"What steps ensure follow-through after the interview?\",\"answer\":\"Make agreed revisions official by inserting changes on all copies of the job description. Write down updates to job objectives, work standards, and self-improvement goals promptly, then track progress throughout the year and reinforce the appraisal by casual visits.\"}]","Let Them Know How They're Doing - Part 2 - The Interview | PDF",1789962282,18]