How To Deliver An Unofficial Review

Submitted by mauzenne on Mon, 07/30/2012 - 03:05.
in

This guidance describes how to deliver an unofficial performance evaluation when you need to communicate something that can’t go on an official eval.

Mike has told the story several times of his first corporate boss doing him the favor of giving him a great review, which he had earned, and also telling him he had significant weaknesses without putting them on the eval form.

The fact is, evaluations and candor sometimes politically cannot go together. Here’s how to have both an official conversation and a candid one.


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gytmobile's picture
Submitted by gytmobile on Thu, 08/02/2012 - 09:33.

Agree completely

Guys,

   I was a Department of Army civilian employee for a number of years, what you say is absolutely true. The officer evaluation process is intended for the organization not for personal development. As always, you provide a pragmatic approach to organizational challenges so that managers can be the best they can be.  Thanks again.

Gwyne

brian_t_watkins's picture
Submitted by brian_t_watkins on Thu, 08/09/2012 - 12:45.

Lesson learned

I find all the casts helpful, but every once in a while one makes me realize just how stupid I was. I didn't give "bad" reviews, but I tried to give fair and candid ones. Best of intentions, but you helped me realize how big of a mistake that was. My company was just acquired by another firm and they are evaluting who to keep and who to let go. My candor may actually be hurting my team's chances of keeping their jobs.

I listen to the casts in my car during my morning commute and this is a rare cast in that about halfway through when I fully caught what was being said, I screamed at the top of my lungs *&#@$#, what an idiot I am.

Thanks for this cast and while I understand the tricky subtly involved, this will be a lesson I will never forget and will apply from this point forward.