There are many communication skills in performance interview, no matter which communication skills and core are used, they are inseparable from performance interview communication skills. The subject can use the following performance interview communication skills, cooperate with the actual situation on the spot, and organize the language, which I believe will achieve good results.

First of all, managers should make a good interview plan, and make clear what the performance interview mainly talks about, what purpose to achieve through the interview, and what problems to solve. Generally, it is necessary to inform subordinates of the time and place of the interview one week in advance, so that subordinates have sufficient time to prepare various evaluation materials, conduct self-evaluation and write a self-evaluation report.

Secondly, managers should collect all kinds of performance-related information (such as original records, employee performance reports, plan summaries, management ledgers, etc.). ), draw up an interview outline, and at the same time coach and urge subordinates to collect relevant performance information as the basis for the interview.

In the performance interview, managers perform performance evaluation duties on behalf of the organization. The interview mainly discusses performance rather than personality, and should be "practical". During the interview, the focus of discussion should be on the performance of employees. After accepting the evaluation opinions, employees should also discuss new goals with their subordinates and formulate specific performance improvement plans. The basic guiding ideology is: when discussing and evaluating employees' performance, the language should be specific and clear, and no general abstract general evaluation should be made.