Annual appraisals are approaching: what if we put collaboration back at the heart of the process?

The annual appraisal interview is often experienced as a sensitive moment: stressful for the employee, who may feel judged, and delicate for the manager, who does not always know how to assess neutrally and objectively, or how to highlight weaknesses without causing offence.

Traditionally an annual meeting focused on employee performance, the appraisal interview is losing momentum. Inappropriate frequency, top-down management, an anxiety-inducing process: the individual interview is increasingly being called into question.

The annual interview, in its "top-down" form, now appears somewhat outdated. This does not mean that the tool is necessarily flawed, but simply that it needs to be reviewed and brought up to date in order to regain its full effectiveness. Indeed, when conducted well, these interviews are genuine levers for management and motivation.

But how can they be brought up to date? By adapting them to your management style. We have observed that the traditional, hierarchical management model is in decline, and that several of our clients are experimenting with a "collaborative" system instead. The same applies to annual interviews, which are increasingly intended to be more collaborative and participatory.

By renaming these conversations "collaboration interviews" rather than "appraisal interviews", we move from a "face-to-face" stance towards a "side-by-side" one.

In this way, it is no longer a judgement session, but a way of giving each other feedback. The idea is to transform the hierarchical manager-employee relationship into a partnership, focused not only on the past but also on the future. The key question becomes: how can we build that future together?

"Annual interviews represent a valuable moment of openness and dialogue."

​These moments of exchange and sharing should not be limited to the annual interviews, but should happen throughout the year. More frequent and more personalised conversations enable employees and managers alike to detect problems as soon as they arise, and to take action without delay. What's more, younger generations now expect continuous feedback. Feedback not only meets a need for recognition, but is also a source of motivation and engagement.

Are you also convinced that collaboration is the key to success, but wondering how to put it into practice? Don't wait any longer — trust Valeur Plus to support you.

Written by Cassandra Kunkel, Head of Marketing and Training Projects