Some advice for you who are going to hold the development interview with employees:
Create a good climate in the conversation, try to listen on a deeper level and receive feedback. A good thumb rule is 70-30, where you as a manager should listen 70% and talk 30%. Feel free to ask open follow-up questions. Open questions are those that help the employee to talk e.g. Why? When did you experience it? How? Can you describe more? How?
Try to handle the answers in a responsive way. For example, you can say something like "I hear what you say, let me come back" or "can you develop", "what do you mean when you say…"
It is good to give positive encouragement during the conversation and ask questions when you see that the employee does not have self-insight in their areas of development, e.g. "How could you…", "what would it mean if you for instance should...
Ending a conversation clearly is as important as starting it clearly. Keep track of time without stressing. Rather set aside more time than too little.
Ask the employee to sum up the conversation and fill in what he / she has missed.
Important things to bring with you at the end of the conversation are:
Who does what and when
What is to be documented
How should the conversation live on during the year as a clear plan for the work.
Were these tips helpful? You can download the questionnaires that forms the basis for your employee development meeting here.