1.) What characteristics make a good performance evaluation?
In my opinion I think that passion, communication skills, goal oriented, detail focused, adaptable, and creative are characteristics of an individual that would have a good performance evaluation. Passion shows that an individual truly cares about the organization and accomplishing the goals that have been set in order to succeed. Communication skills show that effective conversations are occurring which lead to less errors because more people are on the same page with what is going on. An individual that is goal oriented will strive to accomplish these tasks, showing managers that this person is willing to go above and beyond. Being detail oriented is a huge part of a successful performance evaluation because it shows that this person isn't flighty or not paying attention but rather can listen to directions. Health care solutions are never written in stone, showing that adaptability is huge because an individual has to learn how to solve problems even when he solution may not be noticeable. Lastly, being creative puts an individual in front of the rest of the team because it shows that he is engaged with the work and wants to find a unique way to solve problems.
2.) What characteristics make a poor performance evaluation?
In my opinion I think that poor conflict management skills, lack of drive, poor communication skills, and coming unprepared are characteristics of an individual that will receive a poor performance evaluation. Having poor conflict management skills doesn't look good, and shows managers that when problems arise, these types of individuals shrink and handle it the wrong way. Being lazy, or having no drive, makes an individual stand out in the work force and will most likely draw a lot of negative attention to them. Poor communication skills are a red flag in any organization because problems, ideas, and solutions can not be effectively passed from person to person leading to additional conflicts. Lastly, coming unprepared shows that the individual doesn't care how he looks like to the other people in the work place.
3.) What types of categories do you think should be on a performance evaluation?
In my opinion the categories should be "Are you meeting the goals?" "Are you coming prepared?" Are you meeting the customers needs?" "How's your overall personality?" and "Are you working well with the team? I think these five categories hit most of the bigger qualities of running a successful organization. If an individual is exceeding in these categories, than he is most likely doing very well in his profession.
4.) Personal experiences with performance evaluations?
Every year in April I get a performance evaluation for the year from Hannaford's super market. This is a very basic form of a performance evaluation but some of the categories were showing up on time, looking professional, customer satisfaction, team work, amount of work, and overall rating. I've been at Hannaford's for four years and have received four different performance evaluations and it has really showed me how much managers do watch their employees performances.
That's a good list of traits that make for success (your answer to 1). How will you demonstrate all of those when you get to your internship or your first job in the healthcare sector?
ReplyDeleteGood that Hanneford's gives formal evals. That's good experience to have. I never had a formal eval until I went into the Army. All of the organizations I worked in before that were small and didn't have formal evals.
Do your performance evaluations at Hannaford have any repercussions or are they just to let you know how you're doing? Do they really affect peoples' work ethic?
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