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You Are A Trainee Manager In A New Store You Have Asked To Do Annual Perfomance Appraisals With Your Colleague?
You are a trainee manager and you have just moved to a new store and have been asked to do annual perfomance appraisals, with your new colleagues. You have reviewed one particular colleague’s previous appraisal and it is very positive. However, in the first week you have been there, they have been late and not dealt with customers correctly. This is the first time you have done the teams appraisals.
Question (1): What is the best course of action to take first?
Question (2): What is the worst course of action to take first?
Options are:
a) ask another department manager to help with the appraisal.
b) carry out the appraisal and tell the candidate, they need to stop being late and deal with customers better.
c) carry out the appraisal; address the lateness and bad customer service another time; just try to build relationship.
d) re-arrange meeting for a few weeks time, to allow you to get to know the colleague and observe them further.
Thank you very much for your responds.
十一月 10th, 2009 at 5:05 下午
be diplomatic about it speak to the employee as you would any other say that in the past appraisals have been very positive and they are good to have in the team and they work well. then ask if they are happy and satisfied with things. ask if they are happy with the way you the new traninee manager is fitting in. judge what the answer is and then bring up that you have notcied at times they have not been as punctual as always, and be more diplomatic about the way they have been dealing with customers you dont know how the customer is unless you are talking to them yourself …. you know sometime sget a bad vibe etc. i woudlnt tell them directly they have been seen being bad but moving forward you would like to set objectives for the team to have 100% customer satisfaction and that you need your team to concentrate on developing a rappour with the customers etc ask them what they would to satisfy that customer and deal with them correctly. the best way is to indirectly tell the employee that they need to book up ask their ideas so they will now have to objective of aiming for those goals and not ones you have demanded if the employee thinks they have thought of it it always works better than being told to do it. have a team brief after to let people have their voice the staff voice is as important as the customer or the employer. after team brief list your SMART objectives and have your strategic plan on the staff notice board to show you really care also you say it has only been a week give things time to settle . if you do the above and say in a month a review can be done if things still arent ow you want you can become a little more direct as in say that in the past meeting we set out these objectives and they havent been fulfilled.