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flexibility
in terms of the 
timing and relevance of the appraisal. 
Disadvantages
the following. 
(a) 
People are often not the best judges of their own performance. 
(b) 
People may deliberately over- (or under-) estimate their performance in order to gain approval or 
reward – or to conform to group norms. 
Many schemes combine managerial and self appraisal. 
3.5 The appraisal interview
The appraisal 
interview 
is an important stage in the process, as it can be used to encourage 
collaborative problem-solving and improvement planning. A 'problem-solving' style is preferable to a 'tell 
and sell' or 'tell and listen' style (Maier, 1975)). 
The process of an appraisal interview may be as follows. 
Step 1 
Prepare 

Plan interview time and environment: the aim is to facilitate collaborative 
problem-solving and communication. Privacy is essential. 

Prepare relevant documentation: job description, employee records, and 
statement of performance (or appraisal form) 

Review employee's history and self-appraisals/peer appraisals (if used) 
BPP Tutor Toolkit Copy

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CHAPTER 17
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PERFORMANCE APPRAISAL 
 
427 

Prepare for the interview. 

Prepare report. Review employee's self-appraisal 
Step 2 
Interview 

Select an appropriate style (see below): directional, persuasive or collaborative 

Encourage employee to talk, identify problems and solutions 

Be 
fair 
Step 3 
Agree 

Summarise to check understanding 

Gain employee commitment 

Agree plan of action 
Step 4