For this reason, it is recommended that appraisal discussions be held at six-month intervals. The use of management by objectives permits a backward look at the end of six months to evaluate specific results he was asked to achieve during the period. Since these will have changed each time, the material will be fresh.
Here are a few suggestions for handling the discussion:
Ask For a Briefing from the Employee
Begin by asking the man to brief you on his feelings about his work during the last six months. What is he proud of? What does he believe might have brought more success? In the case of a senior professional, such an evaluation may well be more penetrating than your own analysis. When he makes an assessment with which you agree-either favorable or unfavorable-make sure you let him know this and select a specific action or accomplishment of his to illustrate your confirmation. If you find yourself in disagreement, don't contradict him. Say simply, "I've looked at this matter a little differently. Let's see why we disagree on this." Ask him why he feels as he does; then you explain why you feel as you do. Try, then, to reconcile your views so that this kind of disagreement doesn't occur in the future.
Point Out Future Implications
Be both objective and supportive in helping the man understand the implications of his performance for future work assignments, salary reviews, development plans, and career progress. Yes, cover all these things just as you would for a much younger man.
Obtain Work Assignment Suggestions
To the extent possible, try to draw from the man whatever suggestions he may have for ways to use his talents that would meet company commitments and contribute substantially to decision making for the overall organization. In doing this, the proper attitude is not to appear that you're out for his last drop of blood before he retires but rather to show that his remaining time is precious to you both and you want and need very much the benefit of his mature contributions. You want to be sure, therefore, that you have overlooked no facet of his experience or interest in planning the work he will be doing.
Discuss Salary Recommendations
Even if it is not customary to discuss salary at appraisal lime, it is a good idea to let the senior employee know that he is still being reviewed and what the administrative procedures are in his case. If he is at the top of the salary range for his position, for example, you should point this out and say, "Larry, you know your salary is top of the scale for your job, so no increase will be possible when you're next reviewed. But it must be a great satisfaction to you to know that your contribution is considered to be tops as well. In your case, your performance and pay match perfectly." Don't lie, of course; but if it is true, say it.
Include Development Plans
In preparing for the discussion, pick something quite specific for the man to work on, some knowledge to be refreshed or updated or added or some skill to be further refined. There is in fact no greater reassurance than to let the man know you haven't given up on him, that you still expect change and improvement. He may grumble a bit or seem irritated. That's unimportant. What will come through to him for the most part is that you are still treating him like the developing man he really is, and this will basically be a positive, reinforcing experience for him.
Suggest Career Plans
An older man facing a substantial career change in the not too distant future will probably be more thoughtful, more exploratory, and more specific about what it is he wishes to accomplish both before and after the change. The former is within your province, so your discussion can be pretty direct, containing as many ideas and suggestions as you can produce from your own thinking or awaken in him. The period after the change is of course the man's personal management concern, so your probing should go forward only to the extent that he is willing to talk about it. Since the career discussion is often neglected with the older employee, let's take a special look at it.
