Match each example with a guideline for conducting a performance appraisal interview by entering the letter of the corresponding example in the answer space next to the guideline. Answer Appraisal Interview Guideline Example Ask for a self-assessment Invite participation Express appreciation Minimize criticism Change the behavior, not the person A. Instead of focusing a person's unreliability, a manager might focus on the fact that the employee has been late to work seven times this month. B. "You're right. Production has been a little slow recently. I'm not nearly as interested in deciding who's to blame as I am in finding a way to fix things. Let's start by coming up with six ideas for speeding things up." C. "Your role in this meeting is just as important as mine. Please speak freely. I want this to be a conversation, not just an evaluation." D. "You did a terrific job on that training session last week! I've heard from participants that your outline was very clear and that you presented the material in a way that engaged everyone in the classroom." E. "I've asked you to rate your own performance in three areas: meeting the goals we established last year, providing quality customer service, and interacting effectively with your team. Let's start by going over your ratings." F. When preparing for a performance appraisal interview, a manager looks at a list of the 10 behaviors that are reducing an employee's productivity. During the performance appraisal interview, she mentions only the one behavior that hurts the employee's output the most. G. "What can I do to help? Are there any supplies or resources that would make it easier for you to do your work?" H. "Okay, for next year, our department is supposed to increase sales by 17%. Let's figure out what you can do to contribute to that outcome." I. Levi Strauss offers employees informal feedback and coaching sessions on an ongoing basis. Focus on solving problems Be supportive Establish goals Follow-up day-to-day