By interviewing one to one, managers is going to reach an agreement with employee on achievement, scoring as well as next action plan. Thereby, managers should build up a comfortable, friendly environment for interviewing.
1. THE PURPOSE OF MBO INTERVIEW:
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- To improve individual MBO performance to meet company goals
- To analyze problem together and gain agreement on path forward
- To promote the relationship between the boss and employee
- To motivate employees
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The followings should be avoided in a MBO Interview:
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- Not to make it a punishment opportunity
- Not to lecture
- Not to discuss on bonus
- Not to argue who is right and who is wrong
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2. OUTCOME OF MBO INTERVIEW:
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As for INTERVIEWER - Direct Superior:
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- Clarify expectations with employee
- Obtain understanding on constraints that employees are facing
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As for INTERVIEWEE - Subordinate:
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- Obtain understanding of how results meet expectation and what next steps are.
- Feel that interview is fair
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3. PREPARING FOR MBO INTERVIEW:
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As for INTERVIEWER - Direct Superior, need to prepare as follow:
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- Write assessment to each employee before interview
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o Write down achievement of the set objectives
o If objectives were not fully met, to note down reasons
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- List down possible action steps to improve on performance
- Sets draft objectives for the next year
- Confirm the interview date and time
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As for INTERVIEWEE - Subordinate, need to prepare as follow:
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- Conduct self-evaluation before interview
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o Fill in MBO Self-Evaluation Form that is documented by attached document to verify the report
o If objectives were not fully met, to note down reasons
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- List down possible action steps to improve on performance
- Set draft objectives for the next year
- Confirm the interview date and time
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4. CONDUCTING MBO INTERVIEW (Just applied for managers who is interviewer):
- Start with a comfortable opening to take the pressure off the employee
- Keep the conversation two-way
- Don't rush - give the person the time they need
- Walk through the documented form and scoring together. Validate the employee's appraisal and add your specific comments
- State the facts and cite specifics rather than generalities
- Confirm agreements. Clarify disagreements
- Ensure employee's understanding of the scoring, development plans to improve, and the boss's commitment to help
- Finish on a positive point and with clear steps forward.
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