At IMADA, we conduct individual interviews between employees and their supervisors on a monthly and semi-annual basis to promote employee growth. By provided detailed feedback based on the company culture, IMADA employees deepen their understanding to their performance.
IMADA’s interviews consists of three evaluation axes:
- Performance Evaluation, which assesses work efforts and results.
- Corporate Culture, which clarifies corporate values and behavioral models.
- Technical Skills, which are the expertise and necessary skills necessary for each department.
First, before the interview, employees conduct self-assessments on the Performance Evaluation, Corporate Culture, and Technical Skills evaluation sheets. Then, the supervisor reviews these self-assessments and shares their feedback during the interview.
In each interview, an employee and his/her supervisor discuss the performance of the employee. This is not just a place to listen to the supervisor’s evaluation one-sidedly but respects the employee’s opinion and self-assessment. This question is an important step to encourage employees to reflect on themselves and become aware of their achievements and challenges.
Monthly Interview
In the monthly interviews, individual interviews are conducted between employees and their supervisors to support the growth of the employees. The reason for conducting interviews on a monthly basis is to provide real-time feedback without having to recall past events. This allows for constructive discussion based on the most current information, enabling employees to immediately grasp their challenges and growth at that time and quickly lead to improvement and growth.
Additionally, employees share their concerns, discussing and devising solutions together. Specifically, their supervisors listen to the work-related challenges employees are facing and explore solutions together. This can create an environment where employees can work confidently, leading to better company-wide results and achieving long-term growth and development.
- Performance Evaluation: Evaluates not only daily work but also improvements, knowledge acquisition, and support for the team.
- Progress Check on Challenges: Confirms the progress towards the goals set by the employees and provides support as needed.
- Providing Feedback: Quickly resolves issues faced by employees through real-time feedback.
Semi-Annual Interview
In the semi-annual interviews, the skills of each employee (corporate culture and technical skills) are evaluated, and the progress of self-growth over the half-year is confirmed. Among various skills the company recognizes as important expertise to conduct tasks, employees register their relevant activities in the period.
During the interview, employees explain their outputs and performance to their supervisors about their growth. If the supervisor agrees, the employee gets promoted. Through the semi-annual interviews, employees reflect on their growth, analyze the achievements and challenges they have accomplished, and set specific initiatives and goals for the next half-year.
- Skill Evaluation: Aligns the current evaluation level.
- Reflection on Self-Growth: Reflects on the growth over the past six months and shares the achievements and skill improvements.
Conclusion
IMADA’s interview system is an important initiative to maximize employee growth. This system provides a path for each employee to achieve their career goals and contribute to the overall success of the organization.
Moreover, interviews are also opportunities to deepen communication between supervisors and employees. Supervisors can understand the goals and challenges of employees and provide appropriate support and resources, as a result enhancing employee motivation and engagement. In this way, IMADA’s interview system is an important tool to balance employee growth and organizational development.
