The employee interview is an important arena for dialogue between you and your manager. The purpose of the conversation is to discuss work tasks, goal achievement, work environment, well-being, and opportunities for competence and career development. On this web page, you will find information to help you prepare for the conversation.

Norsk versjon: Medarbeider- og utviklingssamtale - for deg som medarbeider

Main page for competence and career | The annual employee interview - for managers

About Norwegian work culture

Annual employee interviews are a standard practice in Norwegian workplaces and are considered an important part of maintaining a healthy and collaborative work environment. The focus is on mutual feedback and long-term development. The dialog should be open and constructive. Transparency and dialogue are highly valued, and you as an employee are encouraged to share your thoughts and ambitions. The goal is to create a positive work environment where the employee and the manager contribute to continuous improvement and professional growth together.

Why an employee interview?

All employees at NTNU should be offered an annual employee interview. This is an important tool to strengthen the work environment, promote development, and contribute to increased well-being.

The conversation is a structured dialogue between you as an employee and your manager. This is a good opportunity for you to share your thoughts, needs, and ambitions. Together with your manager you can identify measures that can improve your work and support your career development.

This conversation does not replace other conversations and communication you have with your manager, but serves as a supplement. It is an opportunity to take a broader view and think more long-term about your work situation and career opportunities.

Your Responsibility

• Prepare well so you can present what you want and need
• Be open to feedback
• Be an active participant in the conversation
• Contribute with your own ideas and suggestions for improvements
• Take responsibility for implementing the agreed actions

Manager's Responsibility

• Schedule the meeting and ensure you provide the employee with time and resources to prepare
• Give clear and constructive feedback
• Implement and follow up on the actions agreed upon
• Store the minutes and the career development plan

Topics in the interview

You can expect the following topics:

• Work tasks and goals: Review of current tasks, goal achievement, and setting future objectives.
• Career and competence development: The conversation should result in a plan for your career and competence development.
• Work environment and well-being: Discussion about the work environment and how it can be maintained and improved.
• Feedback: Mutual feedback between employee and manager.

Topics not included in this conversation

• Salary: Salary can be discussed in a separate salary review
• Personnel matters: Personnel issues are handled separately from the employee interview.

The interview

Preparation and guide/template

It is important that you as an employee set aside time to prepare:

• Go through the preparation guide and make notes
• Consider what is essential for you to convey and talk about

Choose the guide/template based on your employment category: (in progress)

• Preparation guide for permanent academic staff
• Preparation guide for technical-administrative staff
• Preparation guide for postdoctoral fellows (docx)
• Preparation guide for PhD candidates (docx)
• Preparation guide for managers (conversation as an employee in a leadership position)

The conversation itself

• Be active: This is a two-way dialogue.
• Contribute with your perspective and opinions: Share your thoughts and ideas on how the workplace can be improved. Your input is valuable for both you and your manager.
• You do not need to have ready-made answers: What matters is that you share your thoughts and experiences.

Follow-up

• Minutes and career plan: A short summary and a career plan with concrete measures must be prepared. Both you and your manager should have access to these documents.
• Follow up on the actions: After the interview, make sure to follow up on the agreed actions and goals. Take the initiative to keep the dialogue going with your manager.

Frequently asked questions about the employee interview

How often should the interview take place?

You will normally be invited to an employee interview once a year, but this may vary depending on resources and needs.

What should I do if I don’t get an invitation?

If it has been a long time since your last interview, contact your manager.

How can I give constructive feedback to my manager?

If you find it difficult to give feedback, preparation will help. Use specific examples that illustrate your needs and how you would have preferred things to be different. By suggesting solutions or improvements, your feedback becomes more constructive and is easier to receive.

What should I do if I disagree with my manager during the conversation?

Explain your perspective as just and unbiased as you can. Use facts and concrete examples to clarify your opinion. Listen to what your manager has to say. Focus on solutions and contribute to finding a way forward.

What if I do not feel the need for or want a conversation?

As an employee, you are required to participate in employee interviews when your manager invites you.

I want to discuss my salary—what should I do?

Salary is not a topic in the employee interview, but you are entitled to an annual salary review and can request such a meeting with your manager.

I don’t feel comfortable doing the interview with my manager. Is it possible to have the conversation with someone else?

The interview is intended to be an open and safe space to talk with your manager, even if you do not always agree. If it feels problematic to have this conversation with your manager, we recommend contacting local HR (in Norwegian) to discuss the situation and find a solution.