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Stand by for the "manger rant on employee reviews..."
At the beginning of the year you and your manager
should be setting specific goals, such as completing
the xxx project on schedule and within budget, planning
and updating its schedule to ensure that you do just
that, and in the "strengths" area taking some sort of
training. By the end of the year, all you should need
to do is check off whether you completed all those
goals, or the reasons why you may have come up
short on some of them. If you've maintained your
plans and reports through the year, it should take
all of 10 minutes to report that you've met all your
goals, a bit longer if you need to cut and paste in
some explanations from your reports for unmet goals.
Trying to identify your "key strengths" is just a
touchy-feely exercise to see if you and your
manager see your place in the organization the
same way. If your manager gives you proper
feedback during the year, this shouldn't take
either of you more than 10 minutes either.
I always scratch my head in wonderment when
I hear other managers moaning because they
have to do employee reviews. If it takes me more
than 20 minutes to review any one employee,
then either I've been asleep at the switch for the
past year or I'm struggling to find a reason not to
rank someone low enough that HR will require a
formal improvement plan.
Gene Kim-Eng
----- Original Message -----
From: "Peter Neilson" <neilson -at- windstream -dot- net>
> I hate those things. I often feel it's the manager shirking his
> responsibilities, even if HR put him up to doing it that way.
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