John Doe

During the interviewed employee John Doe’s monthly evaluation was discussed. The assessment covered three broad topics used to generate a numerical score that represents John’s performance within the firm and at his job. The interview was done more to reflect on the methods of communication used by employees, and a reflection follows below regarding the engagement had with employee John Doe. In the discussion below, the perceived quality of the outcome of the interview is discussed alongside the effectiveness of the feedback. Additionally, some key issues are pointed out in John’s response to the discussion that draws attention to important concepts in management and business as a whole.
The interview had somewhat of a casual feel, despite the fact that the discussion was meant to represent a non-casual issue being the employee-performance. The interview took place via phone call and not in person. From one standpoint, this might improve the relationship with the employee or hindered it. Reflecting on Gabriel, Frantz, Levy, and Hilliard (2014) drew attention to an over-site on my role as a manager in that the environment might best suit the employee to foster better a positive …show more content…
While the emphasis on appealing to John’s sense of “self” or referring to John as a person and not another “part” is significant, there also needs to be a standard of evaluation to prevent leadership from employing personal biases and a numerical system does just that. John may not entirely realize it, but the use of the mathematical system as a standard creates a foundation for all employees, not just John, to adhere to making a fair evaluation. Emphasizing the importance of these numbers, alongside the personal details, is crucial when attempting to provide reasonable, fair, and accurate feedback to employees regarding their performance (Hon et