Introduction

In the usual vocabulary, the word control is synonymous with verification, inspection, criticism, comparison. We also often tend to add this notion to certain bad memories of childhood, and thus experience control as an act of mistrust or humiliation. The employee often experiences it as a difficult moment to spend with his direct hierarchical superior. Moreover, as a hierarchical superior we often feel reluctance to exercise this responsibility.

The term control must be understood and lived with a positive meaning and as a synonym for “mastery”.

To be effective and allow you to master activities and achieve objectives:

• control must constitute for the company a means of internal communication
• follow-up interviews are a source of motivation and encouragement
• It should constitute an appraisal tool to allow the employee to determine his path to achieve his manager’s objective.

How to make the follow-up interview stimulating ?

Here are the main points you need to follow during a follow-up interview :

• The interview must be planned with the employee as soon as the objective is set.
• The interview should be seen as an ongoing process, not an ad hoc one.
• The “rules of the game” must be clear with an objective clearly formulated and validated by the employee.
• The control must make it possible to achieve the objective (validation of the path, blocking points.)
• The follow-up interview must be stimulating (valuing the work and efforts).

How to conduct a follow-up interview ?

Here is the workflow I suggest for all scenarios (success, delay or failure):

1. Setting objectives and planning future meetings
2. Comparison of intermediate results
3. Formulation of satisfaction and dissatisfaction
4. Analysis with the employee of the satisfaction / dissatisfaction
5. Employee proposal to remedy negative deviations or extend positive deviations