Medarbejdersamtaler (MUS) - er det spild af tid, eller hvad?

Every year, millions of MAS, MUS, PU or similar conversations are conducted between employees and managers.

Some of the dialogues are great, others not so good and a few are criticised as a waste of time. Through dialogues with Danish companies, we have investigated where the difference lies.

The good response is achieved when

That the agreements from the last dialogue are taken as a starting point (have we reached the goal)
That both parties are clear about the content / agenda for the conversation
That both parties have prepared thoroughly
That time is set aside for dialogue - plenty of time - so there is nothing we don't have time to talk about
That there are conclusions from the appraisal that are accepted
That a plan is made for the upcoming initiatives and periods
That what was agreed is followed up at the right time and according to the agreement
That there is an ongoing follow-up - so that things get done

The biggest challenges are also expressed as being in the following areas:

Due to a change of manager, it is not always clear what was agreed at the last appraisal meeting
A lack of preparation for the interviews for both manager and employees
Not following up on conversations and not honouring agreements

To address this, we have chosen to power these important elements in HRM-Nordic.com Employee interviews / Development. So that we can help make performance reviews better and more effective for both employees and managers, and ensure follow-up on initiatives.

Employee interviews - A waste of time or what...