Performance Evaluation Meeting: The Six Month Job Review

It totally caught me off guard, I was asked to come to the office by my manager on Wednesday. He grabbed me just after my lunch break, asking me to drop everything and follow him for a meeting. Then he jokingly said, “this is your six-month review, and after this you can pack your things and just leave–just kidding, we need you” as he laughed. This was the second time that I was called into the office since I have been employed here, so I was feeling a little nervous as this was a one-on-one meeting, just me and the shift manager. All prior meetings from the supervisors and mangers were just informal talks out on the floor right where you are working.

The review was not what I expected. In fact, I was surprised at just how informal it was, comparing this event to all past employer’s that I have dealt with. Usually there would be more than one manger in the room, and the conversation short, right to the point, dealing with the positive points at the beginning, and then the rest of the time is spent hashing out what they feel are my “need improvement” areas of my performance. Generally I use these appraisals to determine what my evaluation is on the employer performance and conduct in return–once even using this evaluation as the documented reason for tendering my resignation–just flipping the title from employee to employer. It leaves an everlasting impression. This review was much more liberal than what I expected. It started out with a summary, or generalized overall standing, and then went into detail of what the employer was looking for in as employee performance covering a number of areas prime to my job position. Overall I was graded very well.

The language of the review was much more for me to grasp. First the title, “Performance and Development Summary,” which started to make sense once I started reading the document becuase it also focused on development in areas where the “employee” needs improvement as well. Next came the ratings columns that went as follows: “O” for Top Performer, “V” for Valued Associate, and “I” for Improvement Needed, not Above Average, Average, and Below Average. So again the language was quite different from what I expected. Lastly in the “Future Development” section of the review was where the employer focuses on areas where the employee needs to excel, and the overall rating. Oddly, what were my “Valued” points, were also included into the continuation rating, so for example, I was strong on seeking “leadership knowledge resources,” this also became a goal to set for stronger development looking forward. Also, learning the details of my job–an ongoing aspect–becuase I have not completed one full year, I have not experience many of the seasonal stock that we handle. These points are sort of moot becuase the first six month assessment could not possibly qualify for every account of a year round operation in retail, there is still much to learn.

Over all, I had all V’s with one O. The one point of praise ( the “O”) was given for my “Team Player” performance, as I am always willing to help when asked, for example, help with lifting heavy boxes, going out of may to help others, and communication. I am not making this up. Also included with this praise was my willingness to learn other departments and use of all tools and equipment on the work site, and keeping my work area clean, plus cleaning the building overall during clean-up.

So I was quite pleased with this performance evaluation. I thanked the manager, and the supervisor, and then asked, “I guess I can put my things back in my locker now, eh?” They laughed.

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