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I'm a newbie manager (just got promoted a little over a month ago), just started listening to Manager Tools about 2 or 3 weeks ago, and had to do performance assessments on everyone by the end of this month (i.e. today)! (Nobody had done any formal reviews for years, so the new HR director said, "Evaluations for everyone!")

I did the best I knew how, but now that it's all over I wonder if I was too hard on people. One person objected to one of her scores right then and there, and I had to admit she had a point.

Then my boss gave me a much sketchier review than I'd given my directs and gave me an "Exceptional" with no negative feedback at all but some positive feedback, and I thought, Gee, should I have been more encouraging? (Of course, he also said he hadn't given evaluations for 15 years)

My copy clerk has called in sick 2 days in a row since his review. Of course, it's not the first time he's called in sick 2 days in a row and his lowest mark was on attendance and punctuality. *sigh*

Comments?

RichRuh's picture
Licensee BadgeTraining Badge

Terrih--

First, I assume you do weekly 03 meetings. If not, start.

If someone is having major problems, you should be discussing this weekly-- the yearly review should be a summary of what they already know. They may not like it, but they've heard it all before, so they're not surprised.

If it's a small criticism, save it for the weekly 03 meetings. You have 52 chances of year to discuss these things. They're already nervous and possibly defensive during the annual review, and they'll probably listen better during the weekly meetings.

I like to spend some time in the annual review reviewing the positives. However, the bulk of the annual review should be focused on goal setting for the next year, career growth, and other long-term topics.

By all means, listen to the MT podcasts on reviews.

--Rich

Mark's picture
Admin Role Badge

Terri-

Sorry to hear of your situation. It does sound like you MAY have been too hard on them, but it also sounds like your company hung you out to dry with lousy guidance, poor systems, and a really poor example from your boss.

This kind of casualness (not yours) regarding reviews from leaders makes me sick to my stomach.

You didn't say so, so I will ask: did you listen to our 4 part cast on reviews?

Maybe you do have a problem with the one employee. There's nothing wrong with sitting down with them and asking them to help you take another look at their review. Ask them to prepare for their review (whaddaya know, there's a cast) and then re-look everything.

As well, sit down with your boss and the HR person (separately is better, actually, to help see how differently they address things) and ask for more guidance and show them some examples.

Encourage them to listen to the reviews cast, too.

Mark

terrih's picture

I haven't listened to the casts on reviews... I looked for them while getting ready for these reviews but must have been having a blonde moment, because I couldn't find them. (I can find them just fine now, of course :? )

I've been with this company for 11 years and it was always a mom-and-pop, seat-of-the-pants kind of operation, but last year we were bought out by a larger corporation and they have been gradually trying to put some structures in place. Although the new owners aren't perfect either.

I think your casts are great and I've pretty much drunk your koolaid :wink: , but I have to say, I've been in the workforce over 20 years and as far as I can tell, the kind of systems you advocate are the exception rather than the rule. Unless it's just that I've tended to gravitate toward seat-of-the-pants operations....

Terri

terrih's picture

[quote="RichRuh"]Terrih--

First, I assume you do weekly 03 meetings. If not, start.

If someone is having major problems, you should be discussing this weekly-- the yearly review should be a summary of what they already know. They may not like it, but they've heard it all before, so they're not surprised.

--Rich[/quote]

Yes, doing 03s... but I just learned about them 3 weeks ago, so...

I feel like a broken record talking about tardiness every time. But one person who doesn't have a tardiness problem complaines in her 03 about having to cover for the tardy one.

My HR director suggested having a department meeting to suggest that the employees come up with a plan, which could include flex time... bearing in mind that flex time schedules still have to be formally agreed to, it doesn't mean come and go as you please.

Terri