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1) During 1 on 1 meeting with manager, manager asks " do you have any complaints, or any concerns?", what do you normally say? you don't mention any negative things? or sometimes, do you criticize team members?
If you report your manager any bad things against others, it could eventually also damage you?
I think saying GOOD on others could also make me GOOD, maybe I could be wrong...but there is no one in the world/company who is 100% perfect person, every one has one's own weak points and limitation on performance and character, or social behavior etc...right?
I am just curious how most other people says about other team members(others) to manager(company)...
What is desirable way? Complaining on others is bad for me? Talking always positive(good) on others is good for me?
2) During the performance review, if manager says, " you have this and that problem and need to improve..." but you disagree it, then what do you do? do you say I don't think so? or do you just accept what manager says and say " I will improve it..." ( even though you disagree?)?
On the performance evaluation document, if your manager wrote some negative things on you, which you don't think you did, then what do you do? just you don't put any comments about it? or else?
In one on one meetings you should discuss things which will become known and reflect negatively on you or your manager. If it is a simple matter, such as not getting along with a coworker, keep quiet. If you know that coworker is violating company policy or the law, that will reflect poorly on you, your dept, and your manager, so you should discuss it.
My rule of thumb is to think about what the manager would do if something became public. If the manager would be surprised, embarrassed, or compromised, they need to hear about it first in a one on one.
Yes, you should also celebrate successes. You need not belabor the point, but let the manager know that you are doing a good job.
For annual reviews, your opinion doesn't matter much. In truth, annual reviews don't matter much. Sign it, and then send your manager an action plan to address shortcomings, whether real or perceived. Work the plan, again, whether the problem is real or perceived.
For #1 - Yes, I've definitely addressed concerns about coworkers, particularly when their actions were creating a negative perception of our department throughout the company.
I've never had a manager actually give negative feedback/ needs improvement comments in performance reviews.
For #1 - Yes, I've d. initely addressed concerns about coworkers, particularly when their actions were creating a negative perception of our department throughout the company.
I've never had a manager actually give negative feedback/ needs improvement comments in performance reviews.
Wow! You must be an excellent performer.
i thought most manager points at least one or two improvement
to the employees....even though perfect person r
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