What You Say When You Interview a Job Applicant or Evaluate An Employee
by Gene Griessman, Ph.D.
How you give feedback to employees—what you say and when—is absolutely critical to your success as a manager and to the performance of your employees.
“Trying to dance around issues is probably the worst thing you can do,” says Tiffany Cooper Gueye, the CEO of Building Educated Leaders For Life or BELL, a nonprofit group that assists urban children.
In an interview with Adam Bryant of The New York Times, she explained: “You can’t wait many months after something happens for a formal review process to give somebody feedback. I started giving more immediate feedback, then revisited it in the formal review process.”
In order to get and keep highly motivated people, Tiffany Cooper Gueye believes that this begins with skillful interviewing. Here are some of her favorite interviewing questions: “When were you at your absolute best?”; “If I did a focus group with your peers or your direct reports, what would they tell me about you?”
What does she usually get in response to those questions? “Of course they say great, rosy things (about themselves) but the adjectives they use I think are really telling. Then I ask them, ‘If I dug up your critics–I know they’d be super hard-to-find—but if I dug up your critics somewhere, what would they tell me about you?’
I think that can be pretty revealing as well. More often than not, they’re caught off-guard, and they come up with something that I can evaluate.”
Whatyousay.com likes these questions, and recommends that you try them out when you do job interviewing. We also like the fact that Tiffany Cooper Gueye gives feedback right away, and doesn’t wait until the regularly scheduled performance review.
Don’t leave just yet. Whatyousay.com is full of great advice from very wise individuals. Check out the other great articles. You’re already here. Why rush off? We guarantee you’ll be a better communicator, and more successful if you invest time here.
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