3-1 Discussion - Performance Reviews PDF

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3-1 Discussion - Performance Reviews - Make it meaningful...

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3-1 Discussion: Performance Reviews: Improve the Process to Make It Meaningful Good evening class, I apologize; my fiancé was in an accident Thursday and in the chaos, I did not post my discussion and did not realize it until I came to post my replies. I work out of Microsoft Word and saw the file and thought I’d submitted it but hadn’t. I apologize. The last time I had a performance evaluation, was roughly six and a half years ago by my former employer. The review was three months after the start of my position and consisted of my supervisor handing me a sheet of paper, rating me on various skills from 1-5. The form had not been updated since 1998 as they kept the year at the bottom of all forms. I was rated 5 in all categories and there were no “additional comments” written, nor was it accompanied by a conversation. I was handed a copy to sign and one to keep and told “good job” after it was over – all four minutes of it. After that review, I knew that the chance of being recognized in this company were probably going to be incredibly slim as it was the opposite of meaningful and effective. I did have kind of a clear understanding of my performance as I got all 5’s but had no clue what I should work on or focus on. I couldn’t see where they saw my strengths or weaknesses and felt that it was very lazy. I stayed for over 6 years after that and never received another one. I’ve worked for several companies in the last two decades and I only remember this evaluation and one prior one. I whole-heartedly agree that reviews are often useless, especially when there can often be little thought put into the actual review by management. Suffice it to say, I feel that the reviews I’ve had in the past most certainly had the opportunity to be much clearer and effective than they were. There were several new keys to success that would have helped my situation: more consistent feedback from management, more regular evaluations, a stronger cultural foundation, and talent rewarding would have all made me feel as if I was valued and seen by my employer. I was never given any positive feedback; if any feedback was given, it was usually negative. This caused a lot of resentment between myself and my supervisors. I was doing work that they were benefitting from greatly, but any mistake was picked apart with a microscope. There was no company culture to speak of and often it felt as if each department was a separate company due to the incredible division among the staff. Had my former employers utilized just a few of the new keys to success, I could have been more successful in my position and made myself a greater resource to my employers....