Like Natixis, involve your talents and create unique trajectories
Request a demo

The labor code does not make it mandatory, yet it is no less important in a company... The famous annual interview! It is an opportunity to discuss different subjects such as objectives, opportunities for development or areas for improvement. It is therefore, in essence, a very personal meeting between an employee and his manager... It is not by chance that this meeting is also called "individual"! It's no coincidence that this meeting is also called "individual"! One might think that digitalization rhymes with depersonalization. However, this is not the case... Let's see how the annual review goes from paper to digital, without losing its soul, and even gaining in efficiency!

HR functions: organize, script, deploy...

The implementation of individual interview campaigns contributes to the management of skills. This mission of prime importance for human resources professionals is also often described as "time-consuming" and "thankless"! The feeling of only managing the sending of frames, followed by multiple reminders to managers and employees contributes to this feeling.

The digitalization of the interview today allows you to think out of the box and reveal the importance of your annual interview campaign. By multiplying the sequences and channels, it is possible to set up an annual interview campaign that, like a communication campaign, surprises and stimulates the participants; and this is all the more true when switching from a paper format to a digital format via an HRIS.

How to digitalize your maintenance campaigns?

  1. Determine the general topics to be addressed: training, mood, performance, skills, etc.
  2. Script the campaign with a real communication kit (for example, goodies, e-mailings, posters, etc.).
  3. Inform the target managers and employees consecutively by means of innovative and powerful communication (e.g.: webinar).
  4. Make sure that the paper/digital history is well recorded to ensure continuity between the two formats.
  5. Use the mobile as a way to involve the employee in his preparation.
  6. Punctuate the annual interview with quarterly reviews to keep the pace more in line with expectations.

Managers: support with efficiency...and personalize!

While some employees remain resistant to digitalization, many of them - especially millennials - appreciate that the company's tools are like their own digital tools: simple and intuitive. Digitizing annual interviews with a user-friendly HRIS is therefore a plus for the employee experience. Employees will prepare their interview in advance, conduct it in the presence of the manager and then have the freedom to review it from their workstation before validating it by means of an electronic signature.
As for the manager, thanks to this format, he will be able to follow the progress of the objectives more easily, thanks to a centralization of the data.
The point to watch out for is not to standardize the interview too much. Even if it is digital, it must remain a privileged moment of exchange. The manager must therefore continue to encourage dialogue. And even if video, for practical or health reasons, can replace "face to face", this does not exempt him from preparing and conducting the interview in a very individualized way. Thus, the main items (objectives, professional development, training, etc.) should not overshadow more subjective or informal aspects, such as the employee's feelings at work or mental workload, which have their place during the interview, even in digital format!

‍You might also be interested in thisarticle!💡

You may also like
See all articles