Employee Annual Review
Imagine you work at a company and it is time for an employee named Jim's annual review. While he was a model employee the first nine months of the year, recently Jim has been coming in late. It has not been just a few minutes each day, either. It is starting to cause problems in the production line. In this assignment, write a summary of how you would approach your conversation with Jim. How will you address his recent performance issues while still praising him for his previous nine months of good work? Your goal is to balance negative and positive feedback so that Jim will leave motivated to do his best. This assignment should focus on your goals for the conversation and which employee relations approaches you will use to address the situation.
Write a 5–7 paragraph paper in which you:
Explain how you will address Jim's recent performance issues.
Suggest both constructive and positive feedback designed so that Jim will leave motivated to do his best.
Format your assignment according to the following formatting requirements:
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course.
Include at least one reference to support your paper.
The specific course learning outcomes associated with this assignment are:
Recommend a plan for addressing performance issues in an annual review that includes motivational feedback.
Employee Annual Review
Student’s Name
Institution
Employee Annual Review
Employee annual review provides an opportunity to realign the employees on the right track and remind them company objectives, targets, mission, and visions. It is also necessary to reward best performers while encouraging those lagging to pull up their socks and emulate the best performers. The process might seem easy but most human resource managers get it all wrong during employee evaluation by dwelling much on the problem rather than the solution. Jim’s case is a typical scenario of the complex nature of employee annual review. Jim was an exemplary employee for the better part of the year and started to lag towards the end of the year. Jim's appraisal should focus more on reigniting his strengths rather than criticizing his poor performance during the last three months of the year.
Doing a background check on Jim would be a great start before summoning him for the conversation regarding his performances. By doing so, I will get to know Jim's character, the probable cause of the poor performance, and the motivation behind his previous excellent performance. The background check will also serve to get to know Jim's recent close relations that might have influenced his performance. This information would help a great deal in customizing the appraisal process and eventually get the best of the conversation. Having a glimpse of what might have caused a poor form in Jim’s recent performance will help ensure the conversation starts on the right foot and the questions and feedbacks are structured in a way that focuses on the root cause of the poor performance.
Performance review should never come as a surprise. A formal communication should be sent to Jim before the actual evaluation process. Having the evaluation process held face to face with Jim is necessary to leverage the nonverbal communication, avoid cognitive biases, and express support to the employee (Hellmann et al., 2020). I will kickstart the review process by going through the company's goals and the department-specific objectives, in Jim's case, the production line, that should be accomplished to attain the overall success of the company. This process ensures that we are on the same page regarding what is expected of him. An assessment process for the employee performance should follow using a grading system or rating to make the employee aware of the key areas of competencies and areas where he is underperforming as per the company’s goals. Structuring the assessment criteria in such a way that areas where Jim performs well come first would be a creative way of ensuring that he gets motivated for the review process. Areas, where excellence is observed, should be mete...