RE: Annual Performance Review, new manager...

["Beth Agnew" <Beth -dot- Agnew -at- senecac -dot- on -dot- ca>]

A "unsatisfactory" after a string of "fine and dandy"s from an undemanding
manager can come as quite a shock, and cause a huge morale problem,
especially if the only thing that has changed is the manager. Rather than
having him blame you (which he will), take the case neutral. Don't make it
anyone's fault. Instead, approach it as "that was then, this is now", and
work together to achieve those improvements.

Much better for employee relations, especially if you have to fire him later
for incompetence.
--Beth

-----Original Message-----
From: bounce-techwr-l-118812 -at- lists -dot- raycomm -dot- com
[mailto:bounce-techwr-l-118812 -at- lists -dot- raycomm -dot- com]On Behalf Of
dmbrown -at- brown-inc -dot- com
Sent: Wednesday, November 12, 2003 12:49 PM
To: TECHWR-L
Cc: Aimee Hall
Subject: Re: Annual Performance Review, new manager...


The worst thing the "unsatisfactory" rating should do is cause him to
miss a pay raise; the best it will do is shake him up a bit and get him
to see that he needs to add some value.



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