Discuss three mistakes you have experienced or witnessed in the workplace In my current role, as...

 

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Discuss three mistakes you have experienced or witnessed in the workplace In my current role, as a people manager, I have faced a multitude of mistakes in my work environment. In this discussion post there are three mistakes that stuck out to me reading the text and articles this week. Firstly, My district manager is a repeat offender of Being Too Vague in our weekly touchbacks as he calls them. In the article, Ten Biggest Mistakes Bosses Make in Performance Reviews "Jackson, E. (2012, January" Jackson describes managers that are too vague as managers that have performance reviews in a kind of spur of the moment meeting. I typically must ask him several follow up questions to get to the root of what ideas or improvements he is suggesting. This is very ineffective and a detriment to the company and employee. Another mistake I have encountered is managers not being truthful to employees about their performance for a position or department. I have had to sit in on several performance writeups and dismissals and often hear an employee say they have not seen the documents the managers are showing them or was unaware of their performance deficiencies due to lack of communication between the leader and the employee. The third mistake I have witnessed in my workplace is a lack of recognition. I can use my new district manager for instance. As people managers we all get notifications a week in advance of employees special life moments whether it is a birthday, Work anniversary or a raving customer review. My boss does not resend, create a recognition certificate or anything to celebrate those milestones for his employees. This recognition methods costs nothing to the company and are small in stature but mean a lot to hard working employees. This leads me to believe that this district manager is lacking the what I ready from our text is true when it comes to personal organizational fit. This makes us not work as hard for him as he seems unappreciative of our efforts. What would be your recommendations to correct these mistakes? In the text, training Explain how your recommendations would contribute to effective performance management. Discuss three mistakes you have experienced or witnessed in the workplace In my current role, as a people manager, I have faced a multitude of mistakes in my work environment. In this discussion post there are three mistakes that stuck out to me reading the text and articles this week. Firstly, My district manager is a repeat offender of Being Too Vague in our weekly touchbacks as he calls them. In the article, Ten Biggest Mistakes Bosses Make in Performance Reviews "Jackson, E. (2012, January" Jackson describes managers that are too vague as managers that have performance reviews in a kind of spur of the moment meeting. I typically must ask him several follow up questions to get to the root of what ideas or improvements he is suggesting. This is very ineffective and a detriment to the company and employee. Another mistake I have encountered is managers not being truthful to employees about their performance for a position or department. I have had to sit in on several performance writeups and dismissals and often hear an employee say they have not seen the documents the managers are showing them or was unaware of their performance deficiencies due to lack of communication between the leader and the employee. The third mistake I have witnessed in my workplace is a lack of recognition. I can use my new district manager for instance. As people managers we all get notifications a week in advance of employees special life moments whether it is a birthday, Work anniversary or a raving customer review. My boss does not resend, create a recognition certificate or anything to celebrate those milestones for his employees. This recognition methods costs nothing to the company and are small in stature but mean a lot to hard working employees. This leads me to believe that this district manager is lacking the what I ready from our text is true when it comes to personal organizational fit. This makes us not work as hard for him as he seems unappreciative of our efforts. What would be your recommendations to correct these mistakes? In the text, training Explain how your recommendations would contribute to effective performance management.

Answer rating: 100% (QA)

MISTAKE 1 Being too Vague Reason Lack of Professionalism This is a critical problem to both company ... View the full answer