Readers' Comments
Total Comments: 6
Page 1 of 1
Page 1 of 1
Work Planning Memo
Total Comments: 6
Page 1 of 1
Page 1 of 1
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November 20, 2008
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How sad
DoC
Tue Apr 4, 2006 10:36 AM
Post Reply
If I received an impersonal memo like this I would be looking for new employment.
The goal setting is fine but where is the rest of it-- where is the information on performance results, where is the coaching, where is the evaluation at the end for the hard work in increasing productivity to meet the bosses expectations.
This employee has not been told what exactly is broken in their performance that would require a listing each day of goals and accomplishments. And isn't it really sad the manager is clueless on what their employee is actually doing with their day!
Why should anyone conform and meet this type of memo-- there doesn't appear to be the reward at the end which would change this employee's poor performance behaviors.
In my opinion this is not the way to build a gung ho, high performing organization. But the memo completely falls within most government manager's mentality on good performance management. How sad!
Re: How sad
IRS
Tue Apr 4, 2006 12:53 PM
I think this is a great way for managers to make sure the employee takes the specific instructions from a detailed performance review and generalizes them to all current and future projects as well. Often the employee goes down the "To-do" list for each assignment, checking off one item after another, without every learning to apply the lesson to other work.
Re: How sad
DoC
Wed Apr 5, 2006 9:03 AM
Since we are both in the same field you know as well as I do that this memo will be issued in a vacuum. How often do we issue a PIP and the employee says-- "oh my God, you mean that is my job-- I can do that!"
Goal Setting without giving employees a one minute praise or even a one minute reprimand for poor performance is a waste of time.
I forsee that managers will cut and paste this memo out, change the language and leave it on the employee's chair.
That is real world employee relations in the federal government no matter how hard we train managers to communicate expectations to employees.
HR Specialist
How Sad
USDA
Wed Apr 12, 2006 10:07 AM
Post Reply
The response by the HR Spec. is understandable, but narrow. As pointed out by the ER/LR type, this would be in addition to the mid year, but not necessarily restricted to that time frame. This memo is also excellent as documentation needed should the issues go to a PIP and possibly a demotion/downgrade or removal. The "how sad" part is that too many managers wait until an employee is beyond saving before initiating a PIP, mostly because they are to lazy to do what it takes administratively. So give em 3's or successfuls, etc. and you don't have to do a thing; until it's too late!
EAP
USDA
Mon Feb 11, 2008 5:20 PM
Post Reply
I would also recommend adding as the second to last paragraph a comment that if the employee has any personal issues that may be affecting his/her performance that the employee assistance program (EAP) is available to the employee. Provide the phone number and let the employee know that EAP assistance is confidential and will not be reported back to the supervisor.
This statement 'may' also provide some assistance to the agency if the employee files an EEO complaint. The Agency 'may' be able to point to this statement and state this is where we engaged in the 'interactive process.'
Re: How Sad
VHA
Tue Feb 26, 2008 10:52 AM
Post Reply
This Work Planning Memo represents Control and Harassment and Micro Management from perhaps Fear and Lack of Trust on the part of a supervisor who obviously does not know how to supervise or motivate human resources. It is also extremely condescending. Consider a little empathy please. How would you feel if your supervisor issued this to you? I agree with "How Sad".