Which step is NOT recommended for achieving a positive outcome in appraisal interviews?

In appraisal interviews, a positive outcome is crucial for both employee development and organizational success. A significant aspect of achieving this positive outcome involves recognizing the contributions of employees and fostering a collaborative atmosphere during discussions about performance.

Assuming all faults lie with the subordinate undermines this objective, as it creates an environment of blame rather than constructive feedback. When a supervisor approaches an appraisal with the mindset that the subordinate is solely at fault, it negates the opportunity for open dialogue and mutual understanding. Instead of fostering a partnership aimed at growth and development, this assumption can lead to defensiveness and disengagement on the part of the employee.

In contrast, providing adequate recognition acknowledges the employee's strengths and accomplishments, while carefully reviewing unaccomplished objectives helps to identify areas for improvement in a constructive manner. Formulating new goals together encourages collaboration and ensures that both the supervisor and subordinate are aligned on expectations moving forward, thus promoting a more positive and productive discussion.