[en] This paper aims to observe the impact of the Annual Appraisal Interview (AAI) on psychological recognition in the workplace through its intersubjectivity. Although performance reviews are implicitly discussed in the literature on recognition at work, the link between these two concepts is very poorly developed. The first part of the study details the theoretical foundations of recognition at work from a polysemic and transdisciplinary perspective. Two models of models of psychological recognition at work (Bourcier & Palobart, 1997; Deci & Ryan, 1985) are retained. By also addressing the dual character (objective / subjective) of the AAI, its importance for human relations and its purpose of recognition at work, this part highlights its main intersubjective elements: the participation of the appraisees, their individuality, the skills of the appraiser, the actual work of the appraisee and the fairness of the feedback. The second part presents the research methodology based on semi-structured interviews and questionnaires with three target groups (HR managers, appraisers, appraisees) of around one hundred organizations located in the Grand Duchy of Luxembourg. Analysis of the results shows that the AAI confers six types of psychological recognition (existential recognition, recognition of investment, recognition of results, need for autonomy, need for competence and need for social belonging) through the intersubjective levers of the AAI, but to varying degrees. A classification on a "person-work" basis of the AAI levers and the six types of recognition will allow managers to activate the appropriate levers in order to achieve a balance between the types of psychological recognition.
