EMPLOYEE CONVERSATION TEMPLATE

Download development interview template

DOWNLOAD TEMPLATE

Use a template to succeed with the employee interview 

 

The prerequisites for a successful employee interview are very much about asking the right questions. Download Yesbox template to have something to start from that gives the dialogue a good focus. Always think through the points below before conducting an employee interview.

There are of course other areas that are important, but here we have chosen to divide the conversation into three parts:

1. Bet on that listen to the employee to understand what is important and what other drivers may be important to understand. Then you can understand how you can best support the employee. Requires no preparation.

2. Follow up which ones competencies needed to succeed in the work role. Ask the employee to think about strengths and development potential in advance.

3. Sum up in a number of activities i.e. what needs to be done.

Are there advantages to using a template for

employee or development interview?

There are many advantages to using an employee interview or development interview template. Firstly, it provides concrete support for the topic and goal of the conversation. It creates a flow in the conversation and provides structure, which allows you to prepare to get the best out of the conversation.

It also helps to focus on the most important things that should be discussed. All parties create a common understanding of the purpose of the conversation and solutions to be solved. A template for employee interviews or development interviews also helps to make it easier to measure response and results. If the conversation ends before all issues have been thoroughly discussed, it gives the remaining topics a template to follow.

It is also easier to compare the different conversations you have had if you can stick to a common template.

Good starting points in the development conversation

 

  • The purpose of the employee conversation- What do you want to accomplish? Group level and individual level? 
  • Link the conversation to the company's strategies and goals VWhat are the overall goals? Where should you focus your energy to meet those goals?
  • Asking the right questions- Find out what does your employee drive? What is important to him/her? 
  • Competency assessement- What business strategies are currently in place? Which competence Are you in need to follow this strategy? What skills do employees have that fit into this? 
  • Development plan- How can you make an action plan that correlates with the employee's goals & strategies for the business? What are your employee's goals? 
  • Follow-up - Summarise the conversation at the end and clarify everything you have gone through!