New requirements for the psychosocial work environment: Why dialogue matters more than ever
Eirin Eriksen Horvei
October 14, 2026
The employee appraisal is a valuable opportunity to reflect on your own performance, discuss goals, influence your own work situation and strengthen your relationship with your manager. Good preparation and an open attitude can make the conversation far more meaningful and productive.
A good employee appraisal starts with careful preparation. Think about what you want to get out of the conversation – is it career development, new tasks, or perhaps more upskilling? By defining clear goals in advance, you give the conversation a clear direction. Reflect on how you have developed since your last employee appraisal. What results have you achieved, and which areas would you like to improve? A thorough review of your own performance makes it easier to show your manager where you stand.
Also be open about any challenges you have faced, whether it is a heavy workload, a need for training or obstacles to collaboration. By sharing challenges while also suggesting possible solutions, you show both insight and responsibility. The employee appraisal is a unique opportunity to discuss long-term goals and development wishes, so use this time to talk about your ambitions for the future.
When the conversation starts, be honest and open in the dialogue. This is a rare opportunity to talk about what is working well and what could be better. Show that you are listening carefully to the feedback you receive – active listening signals that you are willing to learn and grow in your role.
Receiving constructive feedback can be challenging, but it is important for your further development. Showing that you take the feedback seriously and are ready to work on it makes an impression. If the conversation touches on challenges, try to suggest solutions; this shows initiative and responsibility. Work with your manager to set concrete goals that are measurable and time-bound, so that you have something specific to work towards before the next employee appraisal.
When the conversation is over, note down the main points and make a plan for how you will work towards your goals. By following up regularly throughout the year, you show commitment to your own development and take responsibility for your progress.
Reflect on how you have developed in relation to your goals. This makes you even better prepared for the next employee appraisal. By evaluating your own progress, you can adjust your efforts along the way, and each employee appraisal becomes an opportunity to build on what you have achieved.
The employee appraisal is more than just a meeting; it is an opportunity to strengthen your relationship with your manager and drive your own development forward. Be honest, listen, and focus on how you can contribute to both your own and the company's growth – this way, the employee appraisal can become a positive and inspiring experience that gives you new goals to strive for.
With Motivati, you have the Motivation Analysis™ as a basis for valuable employee appraisals. Before the conversation, you receive a survey asking you to prioritise what matters most for your job motivation, and to answer questions about how this is looked after in your working day. The result is the Motivation Analysis™. If there is a gap between what matters most to you and how you feel it is looked after, there is room for improvement that both you and your manager can easily identify with the help of the analysis. This way, you both come prepared, and the conversation is tailored to your answers.
After the conversation, your manager writes a note about what you agreed on, which you also have access to. Goals and tasks are recorded in your action plan, and if you have agreed on competence goals, you use the competence module to record these and your progress.
With Motivati, you can be sure that everything is stored securely, and you get easy access to your history.
