Dear all,
I recived a query from a member which am sharing the same with you all..
Q. One of our employees is under a new manager, who has given the employee a negative review. This is out of sync with previous appraisals. As part of human resources, how should I handle this?
A:
You are right to ask a few questions, and you are likely to find one of the following answers:
The employee and manager are working out mutual expectations for performance. The manager may have higher (or just different) standards for the employee’s performance than the prior manager, and he or she is simply establishing a new level for achievement. You may need to offer some coaching or support to help the employee meet the new requirements.
The employee and manager are having some problems getting along.
This might be a simple matter of a difference in communication style between the manager and the employee, or it could be a more significant difference. Either way, you may be able to help the manager and employee develop a better appreciation for their differences.
The employee’s performance may have hit a “bump in the road.” If the employee has delivered a lower level of performance than usual, you and the manager may want to offer some coaching to help the employee get back on track. It’s not unusual to have some variation in performance, so it may help to offer a bit of encouragement to both the manager and the employee.
When coaching employee performance, your job is to help the manager and the employee work out the problem. Be sure to enlist the manager’s help, and focus on offering support and encouragement. Sometimes just opening the door a crack to let the light in is enough.
Start by asking the manager about the review. The manager may have a handle on the situation, but your support and positive approach can go a long way toward helping the employee succeed.
Cheers,
Rajat
From India, Pune
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108I recived a query from a member which am sharing the same with you all..
Q. One of our employees is under a new manager, who has given the employee a negative review. This is out of sync with previous appraisals. As part of human resources, how should I handle this?
A:
You are right to ask a few questions, and you are likely to find one of the following answers:
The employee and manager are working out mutual expectations for performance. The manager may have higher (or just different) standards for the employee’s performance than the prior manager, and he or she is simply establishing a new level for achievement. You may need to offer some coaching or support to help the employee meet the new requirements.
The employee and manager are having some problems getting along.
This might be a simple matter of a difference in communication style between the manager and the employee, or it could be a more significant difference. Either way, you may be able to help the manager and employee develop a better appreciation for their differences.
The employee’s performance may have hit a “bump in the road.” If the employee has delivered a lower level of performance than usual, you and the manager may want to offer some coaching to help the employee get back on track. It’s not unusual to have some variation in performance, so it may help to offer a bit of encouragement to both the manager and the employee.
When coaching employee performance, your job is to help the manager and the employee work out the problem. Be sure to enlist the manager’s help, and focus on offering support and encouragement. Sometimes just opening the door a crack to let the light in is enough.
Start by asking the manager about the review. The manager may have a handle on the situation, but your support and positive approach can go a long way toward helping the employee succeed.
Cheers,
Rajat
From India, Pune
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Dear Rajat,
You have rightly said one should ask for the review, but at the same time, HR has to do some homework also. They have to apprise the new manager about the past performance of the employee with complete data. HR should also discuss the job profile of the employee to find out whether there is any alteration, deviation, or addition in that. If yes, then what was the time period decided by the manager and employee to achieve targets under the new job profile.
The manager also needs to be evaluated for his time-to-time involvement and support to the concerned employee. The employee is also required to be evaluated for his views about his manager's way of working. Counselling for both, in this case, is urgently required for the normalization of the situation. Then HR has to apply integration policy to make it a win-win situation.
Regards,
Anil Anand
From India, New Delhi
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You have rightly said one should ask for the review, but at the same time, HR has to do some homework also. They have to apprise the new manager about the past performance of the employee with complete data. HR should also discuss the job profile of the employee to find out whether there is any alteration, deviation, or addition in that. If yes, then what was the time period decided by the manager and employee to achieve targets under the new job profile.
The manager also needs to be evaluated for his time-to-time involvement and support to the concerned employee. The employee is also required to be evaluated for his views about his manager's way of working. Counselling for both, in this case, is urgently required for the normalization of the situation. Then HR has to apply integration policy to make it a win-win situation.
Regards,
Anil Anand
From India, New Delhi
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Hi Bala,
Good input. Needs to be looked at seriously.
This situation quite frequently happens in sales. The sales guy who has been doing well on numbers and hence getting a superb review suddenly hits a roadblock and the numbers tumble down a year. Now if the performance appraisal system is well balanced, then such bumps should possibly be taken into account. The drop in sales could be due to a variety of reasons including market conditions, product issues, et al.
The new manager obviously needs to look at the past record of the employee before rating him, maybe discuss with the previous manager (if he is still in the organization), discuss with HR on the past and present record, then assess the current performance.
Where was HR when he was given a negative review by the new manager? Ideally, an HR person should be available when a particular employee is being evaluated, isn't it? Of course, it could be difficult in a big organization.
Thanks,
Rajat
From India, Madras
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Good input. Needs to be looked at seriously.
This situation quite frequently happens in sales. The sales guy who has been doing well on numbers and hence getting a superb review suddenly hits a roadblock and the numbers tumble down a year. Now if the performance appraisal system is well balanced, then such bumps should possibly be taken into account. The drop in sales could be due to a variety of reasons including market conditions, product issues, et al.
The new manager obviously needs to look at the past record of the employee before rating him, maybe discuss with the previous manager (if he is still in the organization), discuss with HR on the past and present record, then assess the current performance.
Where was HR when he was given a negative review by the new manager? Ideally, an HR person should be available when a particular employee is being evaluated, isn't it? Of course, it could be difficult in a big organization.
Thanks,
Rajat
From India, Madras
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Performance Review 2008(employee Section).ppt
Employee Performance Evaluation Form.pdf
Sample Employee Performance Review.doc