This is a reenactment. With that said, if I had this "conversation" with my manager, I'd immediately start looking for another job. Who wants to work for someone like that? I have "managed" people and I usually found in 90% of situations an informal conversation usually solves most problems. "Hey Dan, need your help.". "I see you punched in late a couple times, do me a solid and just make an effort. I got people asking me about it. Thanks!".
This is not a Conversation this is a Lecture!. Not once did she give him an opportunity for "any assistance or aid" to improve his performance. These a degree of some micromanaging here. Along with this she brought up the issue of "his co-workers", this could be gossip plus this would cause ill feeling in the team since he would be think " does she or he don't like me?" At 6:10 when he asked "who else is having this conversation?" but when she said this conversation is "just on you", this sounds so Hypocritical since would'nt talk about his co-workers ON THAT POINT!!!!. This is very much like bullying/victimisation! . This should be focused on the employee, the manager and the ultimate customer i.e. the patient. She didn't care at all about the good reviews from the patients, not even praising him on this. At least she should have credit him for that but all she had in her mind was to "toe the line!".
She is not allowing him to talk at all. In a performance review meeting, you should let him:her know the issue and let him talk his views and then give constructive feedback
I just feel like, she could have offered some assistance or guidance such as, it can happen to run late from time to time, or need to leave early, but I would ask that you please inform your manager ahead of time so the team can prepare, and I can further support the team.
Does the manager know the definition of Performance? Performance - the action or process of carrying out or accomplishing an action, task, or function. (re: dress code, leaving earlier/later for lunch, punch ins/outs, shift end, impacts patient care???)
no actually she doing her job very well thats what they are paid big bucks for they also get bonuses if they meet their quotas on budget duh...they save money by firing people then hiring newer and cheaper people, it is actually illegal to just decrease your salary so they find reasons to fire and most often times the standards are very vague and ambiguous "the patient said this, that" your documentation will never count , you can't even challenge them to open cerner and look at it read the documentation, you cant even challenge them to look at the cctv camera and see who is actually doing their rounds or who is sitting in the desk and watching movies on their phones tablets or laptops lolz oh wait yeah there is no CCTV in hospitals its a HIPAA violation hehehe you can't win...that way you cannot prove yourself
I'm not convinced this is how you would do either a HIGH PERFORMER or LOW PERFORMER conversation. In both videos, although designed to be short examples, there is much lacking in the conversation. If these were annual performance appraisals (which they sound like from the dialog) then they are even more in need of improvement. For example, the HIGH PERFORMER gets a much better conversation; cheery, happy, warm welcome, etc. and much more time to talk - BUT never any comments about where he can IMPROVE - just "hey man you rock" which is insuffient and unbalanced. The LOW PERFORMER conversation is equally imbalanced; he had no time to respond, he's cut off when speaking, placed on the defensive, and never given a postive praise comment AT ALL. These examples highlight how BAD job appraisals are in the healthcare industry and in particular with the employer highlighted in the videos. Much work to be done before these examples are really top notch conversations to model your real appraisals after.
She just wants to throw the brother under the bus. If she is throwing him under the bus for wearing jeans two times in a year that is bull shit! If you have to go somewhere for lunch, like she says you should, 30 minutes is not enough. Is she Amazon? If he would have not given the patient directions in a rush to get out of lunch she would have just changed up the criticism and say he provides poor customer service. It's funny - when you ask Management who else they are going after they give you the bull shit line of, "today's conversation is about you so let's focus on you". Funny thing is most companies rank their employees. If there are 100 employees the best employee is #1 and the bottom employee is #100. If #1 has shitty customer service skills, but doesn't wear jeans, why is he rated a #1 since he is not hitting all the marks? Corporate America is bull shit. Always has been and always will be! Funny, he pretty much agrees with her, but she says he is giving off "resistance". She basically wants to shit can the brother. Nothing going to happen to Linda for wearing jeans that day.
HAHAHHA THIS IS SOOO SCRIPTED...ITS the same with all managers when they cant lay you off because they just write u up and do you hear the sentence????? what the hell we just want you to succeed bla bla bla lols
No word in the evaluation about delivrables . Performance is not Time and dress code to be respesct 100% . That's the worst and weakest way to evaluate .
That is typical of the bad management practice. The leadership is the solution instead of utilizing such inefficient methods “putting employees under pressure” completely unproductive and assimilated to abuse of power.
Poor review, more like a telling off. If someone isn’t performing as expected maybe the first stage is to investigate the situation first instead of people said this, people said that. Can’t work for her, definitely not a leader but a old school authoritarian bafoon
correct thats the difference between a manager and a leader, a manager is a robot thats why they call them nurse managers...i've had friends who are very skilled in nursing but never thought of being a manager because they know part of the job is falsely firing people and they don't know the result of that, most of the cases they fire good people
This was god awful. Zero care for the employee and zero constructive feedback. This was a meeting for the manager to flex on the employee and explain to them that they are nothing but a worker. As a manager this is terrible.
Give it up and walk, when the meeting is about performance, you are done. The HR manager already made up her mind,you are done.
This should be titled "Giving an employee one last chance before termination"
This is a reenactment. With that said, if I had this "conversation" with my manager, I'd immediately start looking for another job. Who wants to work for someone like that?
I have "managed" people and I usually found in 90% of situations an informal conversation usually solves most problems. "Hey Dan, need your help.". "I see you punched in late a couple times, do me a solid and just make an effort. I got people asking me about it. Thanks!".
I think a lack of informal chats is increasingly common with remote work
This is not a Conversation this is a Lecture!. Not once did she give him an opportunity for "any assistance or aid" to improve his performance. These a degree of some micromanaging here.
Along with this she brought up the issue of "his co-workers", this could be gossip plus this would cause ill feeling in the team since he would be think " does she or he don't like me?" At 6:10 when he asked "who else is having this conversation?" but when she said this conversation is "just on you", this sounds so Hypocritical since would'nt talk about his co-workers ON THAT POINT!!!!. This is very much like bullying/victimisation! .
This should be focused on the employee, the manager and the ultimate customer i.e. the patient. She didn't care at all about the good reviews from the patients, not even praising him on this. At least she should have credit him for that but all she had in her mind was to "toe the line!".
All of her complaints were essentially "You are not an obedient drone" nothing about his actual performance at his job.
My main issue here is saying he has to perform at 100%, 100% of the time. That's a robot, and nobody can do that.
wearing his uniform everyday, not being late back to lunch, and not clocking out early is robot stuff? Pretty sure everyone can do that
She is not allowing him to talk at all. In a performance review meeting, you should let him:her know the issue and let him talk his views and then give constructive feedback
I just feel like, she could have offered some assistance or guidance such as, it can happen to run late from time to time, or need to leave early, but I would ask that you please inform your manager ahead of time so the team can prepare, and I can further support the team.
Never heard the manager's commitment to help the employee be successful. One way ticket to getting fired or a lawsuit. Either way not okay.
Does the manager know the definition of Performance? Performance - the action or process of carrying out or accomplishing an action, task, or function. (re: dress code, leaving earlier/later for lunch, punch ins/outs, shift end, impacts patient care???)
Exactly - she should also look up definition for litigation!
performance is anything..attitude is also can be considered in performance..if you coming late everyday you can still get PIP
i dont agree that this is how you talk at someone she is being rude if you ask me
Modern work life for the masses. There has to be a better way.
the message is: "We want you to get fired!"
that guy should be the manager rather, chilled
Tayliorism at its best....followed up with a pip. And unequal treatment of an employee.
He is now so engaged and pumped and ready to go....not
I only got pip and my manager talk to me like this..I only 2 years at my company and get a reality check already..feeling like crying
HUH???
She needs people management skills, definitely no people skill. Threatening the employee is disgusting
Kiss my ass
no actually she doing her job very well thats what they are paid big bucks for they also get bonuses if they meet their quotas on budget duh...they save money by firing people then hiring newer and cheaper people, it is actually illegal to just decrease your salary so they find reasons to fire and most often times the standards are very vague and ambiguous "the patient said this, that" your documentation will never count , you can't even challenge them to open cerner and look at it read the documentation, you cant even challenge them to look at the cctv camera and see who is actually doing their rounds or who is sitting in the desk and watching movies on their phones tablets or laptops lolz oh wait yeah there is no CCTV in hospitals its a HIPAA violation hehehe you can't win...that way you cannot prove yourself
I'm not convinced this is how you would do either a HIGH PERFORMER or LOW PERFORMER conversation. In both videos, although designed to be short examples, there is much lacking in the conversation. If these were annual performance appraisals (which they sound like from the dialog) then they are even more in need of improvement. For example, the HIGH PERFORMER gets a much better conversation; cheery, happy, warm welcome, etc. and much more time to talk - BUT never any comments about where he can IMPROVE - just "hey man you rock" which is insuffient and unbalanced. The LOW PERFORMER conversation is equally imbalanced; he had no time to respond, he's cut off when speaking, placed on the defensive, and never given a postive praise comment AT ALL. These examples highlight how BAD job appraisals are in the healthcare industry and in particular with the employer highlighted in the videos. Much work to be done before these examples are really top notch conversations to model your real appraisals after.
She just wants to throw the brother under the bus. If she is throwing him under the bus for wearing jeans two times in a year that is bull shit! If you have to go somewhere for lunch, like she says you should, 30 minutes is not enough. Is she Amazon? If he would have not given the patient directions in a rush to get out of lunch she would have just changed up the criticism and say he provides poor customer service. It's funny - when you ask Management who else they are going after they give you the bull shit line of, "today's conversation is about you so let's focus on you". Funny thing is most companies rank their employees. If there are 100 employees the best employee is #1 and the bottom employee is #100. If #1 has shitty customer service skills, but doesn't wear jeans, why is he rated a #1 since he is not hitting all the marks? Corporate America is bull shit. Always has been and always will be! Funny, he pretty much agrees with her, but she says he is giving off "resistance". She basically wants to shit can the brother. Nothing going to happen to Linda for wearing jeans that day.
Say it in a better way please
He is clearly bored with his job. Don't fight your employer like this and make it uncomfortable for those around you, just leave.
In my opinion this is how not to do performance discussions.
cant hear a thing what a waste!
Oh wow... extremely accusatory before showing any evidence of his poor performance. She lost control. Deal with one thing at a time.
HAHAHHA THIS IS SOOO SCRIPTED...ITS the same with all managers when they cant lay you off because they just write u up and do you hear the sentence????? what the hell we just want you to succeed bla bla bla lols
No word in the evaluation about delivrables . Performance is not Time and dress code to be respesct 100% . That's the worst and weakest way to evaluate .
performance is subjective..it depends on manager..
Scolding of employee...
That is typical of the bad management practice. The leadership is the solution instead of utilizing such inefficient methods “putting employees under pressure” completely unproductive and assimilated to abuse of power.
FM L Exactly this
Poor review, more like a telling off. If someone isn’t performing as expected maybe the first stage is to investigate the situation first instead of people said this, people said that. Can’t work for her, definitely not a leader but a old school authoritarian bafoon
correct thats the difference between a manager and a leader, a manager is a robot thats why they call them nurse managers...i've had friends who are very skilled in nursing but never thought of being a manager because they know part of the job is falsely firing people and they don't know the result of that, most of the cases they fire good people
this is not about perform. being late longer lunch BS
A Nazi
This was god awful.
Zero care for the employee and zero constructive feedback.
This was a meeting for the manager to flex on the employee and explain to them that they are nothing but a worker.
As a manager this is terrible.
One of the worst by lady executive giving not more chance to speak by the gentleman.
It is totally worst and time consuming.
Not a encouraging meeting