Question

You were just promoted to manager of a high-end retail store. As you are sorting through your responsibilities, you receive an e-mail from HR outlining the process for performance evaluations. You are also notified that you must give two performance evaluations within the next two weeks. This concerns you, because you don’t know any of the employees and their abilities yet. You aren’t sure if you should base their performance on what you see in a short time period or if you should ask other employees for their thoughts on their peers’ performance. As you go through the files on the computer, you find a critical incident file left from the previous manager, and you think this might help. As you look through it, it is obvious the past manager had “favorite” employees and you aren’t sure if you should base the evaluations on this information. How would you handle this? How Would You Handle This?

Answer 1

I would handle the situation by explaining the human resource manager the fact that I am new to the position as a promotion manager and do not have much idea about the performance of the employees. So I would request him to give me more time in order to evaluate the performance of the employees, because it is better to take some time and evaluate their performance rather than give a incorrect opinion about the performance which will lead to employee attrition. After taking some time I will personally observe the performance of the employees and also speak to the other employees on their point of view on the performance of the employees taking these two factors into consideration I will evaluate the performance of the employees as per the requirement of the human resource manager.

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