redfathom Posted April 2, 2008 Posted April 2, 2008 Our boss, COO, when writing this Q's bonus reviews to keep up moral and not be demeaning or rough. We hired (I interviewed) an Admin that reports to me who started the last week of Feb. Since then she has not been what i expected, from the interview. She is not the go getter she made herself out to be at all. I have to constantly monitor her and almost do her things to do list for her on a dialy basis to include getting updates. Her overall attitude is not great, she rarely say's good morning, please thank you, your welcome, even when a response is warranted. Like if she comes to my desk to drop something off in the morning I will usually greet her with a hello or good morning and a thanks when she drops off the item. I rarely and I mean rarely get a reply, not a good morning or a your welcome. Not one peep! Yesterday I was at the front when someone called in and she had to transfer them to another employee, all she said to them was "hold on". My normal reply is: "One moment please while I transfer you." Sometimes accompanied with an explanation as to why I am transfering them to that person (tech support). I give her deadlines for tasks and am having to constantly move them back because she can't meet them. So how do I give her a review that keeps up moral (giving her the opprotunity to prove herself over the next month and a half) while also brining to her attention that she really needs to step up the game. Thanks, Red
tanbark813 Posted April 2, 2008 Posted April 2, 2008 "When it comes to mediocre job performance, Susie takes things to the next level!"
Author redfathom Posted April 2, 2008 Author Posted April 2, 2008 Haha, I guess telling someone they do better then a person who would do a mediocre job could be uplifting.
witabix Posted April 2, 2008 Posted April 2, 2008 "Her get up and go attitude appears to have got up and gone"
Enema Posted April 2, 2008 Posted April 2, 2008 Do the compliment sandwhich. Good thing Bad thing Good thing
allina Posted April 3, 2008 Posted April 3, 2008 She sounds like less than an "okay" employee, more like a lousy one. Can you meet with her prior to writing the review to discuss your problems and concerns? If it's a possibility I would have a serious talk with her asap and push the review back a bit. This way you can be clear about her performance and see if she improves. If she improves then great, you can write a review about how she has improved, if not then she shouldn't be surprised if she's let go.
HokeyReligions Posted April 3, 2008 Posted April 3, 2008 (edited) She hasn't been there very long. List your complaints and then list what she can do to improve them. What resources does your company offer to help her improve. Challenge her with this information and resources and ask her what you can do to help her achieve them so that she doesn't need to be monitored so closely. Like, why can't she meet deadlines? Is the reason something you can help her address and fix? She needs to know the issues, but she also needs to know that there is a goal and resources to help her reach them. Try not to enable her bad behavior by Not doing her work for her, but by helping her do it so she understands the path she needs to follow. After you have discussed these with her and get her feedback, you can write your review and include the positives and what goals the two of you have set and how she will work to achieve them. That way the worst things are not so blatant in writing and are balanced by goals and a definate plan to achieve them. These aren't warnings - just a path to follow. When writing a review, you need to balance the good and bad and then in the review discussion ask her if she's happy here and what can you do, and what can the company do to make her more fulfilled and help her to be proactive. Be honest and tell her that her attitude isn't very friendly and be comforting about it, not confrontational. A bad review on a subordinate sometimes reflects poorly on the supervisor and the supervisor's skills as a supervisor. In that vein, don't be afraid to ask your own boss for help to help the new girl. Good Luck. One of the hard parts about being an effective supervisor is supporting your staff! You may have read my rants about some people who work with and for me! I rant here and am much more professional at work. Edited April 3, 2008 by a LoveShack.org Moderator
Lookingforward Posted April 7, 2008 Posted April 7, 2008 "When it comes to mediocre job performance, Susie takes things to the next level!" ROFLMAO - that is a CLASSIC (gonna steal it)
Lookingforward Posted April 7, 2008 Posted April 7, 2008 I have to agree with allina here - this doesn't sound like an "okay" employee - she is definitely not achieving her job goals and you need to address this in her review. But you have to give her solid guidelines as to what you expect from her in order to rate her as "improved" and give a firm deadline to meet said goals.
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