The Motivation and Determination Put into Work - Essay Example

?Relevant Organizational Records Of Your Performance Review Meeting A performance review meeting to appraise the on job performance of my fellow colleague Mr. X was undertaken by me on the 14th of January at 3pm in the company's board room. At the start of the meeting I gave him a self performance form and asked him to fill it in. This self performance form had many questions in it and Mr. X was simply required to answer the questions on a scale given in the question (the scale had options like poor, average, good and excellent). On an overall basis, Mr. X's response was a mixed one. After analyzing the self performance form, I can clearly tell there were areas where he thinks he does exceptionally well and then there were those areas where he thinks he hasn't performed that well. After getting done with the performance self review form, I asked him some questions and those questions were based on his response on the self performance form. Other then that during the entire course of the meeting I had a notepad with me in which I noted down details regarding this interaction with Mr. X. The main points that I looked forward to in this meeting were whether Mr. X was confident, calm and composed during the entire self review process or he was too afraid of being appraised. I also had a company evaluation form which I had to fill in as I interviewed him. This form contained many questions but the main ones were regarding his performance during the interview, whether I thought he had what it took to be promoted, if I thought he had leadership qualities, was Mr. X to me capable of handling more responsibilities and if he was capable of performing well under pressure. All these questions lead towards the main question which asked me if Mr. X in my opinion is deserving enough to be promoted to the next level the company's hierarchy. Reflections On Your Performance For Your CPD Record The meeting started off right on time. Before I handled over the self performance form to Mr. X, I introduced myself and told him the what the purpose of this meeting was. I informed Mr. X what job reviews actually are. I told him it is a method by which the on job performance of of an employee is measured or evaluated by a senior manager in the company. I informed him that such performance reviews take place once every year and explained him the entire process of this self performance. I personally think I did really well to let him know about the entire process and how things work out on the promotional scale. However, I think there was a communication gap between us and that could be attributed to me speaking to fast. I think this is one thing I really need to improve on and this is not really the first time that this has happened to me. Prior to this, in yet another performance appraisal interview, a candidate complained he was unable to interpret what I said as I he complained as I spoke too fast. After explaining him all this, I handled the performance evaluation form to him and told him how to fill it out. I told him about the possible options on the form and that he should select one which suits him best. It took him around half an hour to get done with the performance evaluation form and as soon as he was done he handed over the form to me. After receiving the evaluation form I first looked at his answers and I determined that he personally has a very balanced opinion about he he performs at work. Subsequently, I designed my questions keeping in view of what I got to know of him through the evaluation. However, here I must agree to the one fault I made after looking at the self evaluation form. I personally thought that Mr. X was a very proud person and I came to this view after looking at the evaluation form and finding out there were generally more ticks on “excellent” and “good” to the answers then on “poor” and “average”. My views however changed as I moved on to interview him. When I asked him if he thought he's a good worker, he told me that he thinks he doesn't know if he's good or not but he said he does know that he puts in his hundred percent to his work. His answer really inspired me and this is some thing that made me change my view about him and not think of him as an arrogant person. After this, I looked into his form where I found his answer to “How would you rate your performance? And do you think you deserve to be promoted to the next level” being “highly believe”. I asked him why would he write that and his answer made me completely revisit my initial views about him. He told me he had two deaths in his family, an issue with his girl friend, his mom has been sick and besides all this he hasn't taken day off work since he realizes how important his work is to the company's success. His answer no doubt blew me away and proved the phrase “first impression is the last impression” completely wrong. Another thing that I believe is very important for interviews and appraisals to take place properly is the use of proper feedback. Feedback is letting the interviewee know that whether what he's saying is being completely understood by the other party or not. I use the tool to feedback in all my interviews to make sure I give the interviewee an impression that I understand what they're saying or not. Even with Mr. X, I used to repeat what he said to make sure I clearly understood what he said and that things weren't interpreted by me in another sense. On an overall basis I think I appraised Mr. X really well. The meeting between us took place in a calm environment and all that I had to extract from him to know about his performance was extracted by my very clearly. Personal Development Plan Mr. X is without any doubt, one of the best employees of our company. The motivation and determination which he puts into work clearly needs to be applauded. However, I personally think if there is something that he lacks in, that's self confidence and presentation skills. After meeting him in person I have on the view that if Mr. X follows what I will just recommend him, then within no time he will climb the corporate ladder and see success touching his feet. To brush up on his presentation skills, our company needs to arrange presentation training sessions for him. Its my personal belief that such money spent on the money isn't a lost investment as it comes back in the form of a healthy and more skilled employee. Making arrangements for Mr. X to attend such classes would benefit us in so many ways – to keep it very simple, such presentations would make him able to represent the company really well in meetings with clients and other stake holders. I would also recommend Mr. X to stand in front of a mirror and try speaking while looking in to his eyes in the mirror. This would not only boost up his confidence but would also enable him to to deliver properly and enable him to figure out where he goes wrong and work on those areas. As far is self confidence is concerned, Mr. X needs to think well of him self. From the company's point of view what we can do is, whenever he contributes in some company work, we should appreciate him and tell him its for his contribution that the work is completed. We need to make him feel that there are a lot of things that are possible because of him. This would make him feel good of himself and would probably boost up his confidence level. Besides that, regular training and development sessions should be undertaken by Mr. X so that his skills remain fresh and he contributes well tot he company's success. Read More