Performance Appraisal Interview

I interviewed one of my good friends who works at a photo shop. Here is the result:

Interview Questions for performance appraisals

 

*        What is the process of evaluating employees?

We prefer to call it Coaching. My company does written reviews as well number reviews where we compare and contrast individuals scores against last years numbers and others in the company.

I also go through all photography sessions to see if the company process was followed and watch to see if the company sells presentation is followed. 

 

*        What system do you use to rate your employees?

We hold all employees to a company standard. They either are or are not following company guidelines and when they are not we can tell in their photography and in the amount of money that they bring into the studio. Ratings are offered on evaluations such as "on plan" and "not on plan".  Other evaluations state rating such as "WOW", "above average", "average", "below average", "needs coaching"

 

*        How often do you rate your employees?

I do weekly, monthly and semi-annual reviews on my employees. 

 

*        What are the challenges involved with evaluations?

I have a company standard to meet as do my employees, which sounds like it would be easy, however Utah County has never brought in the money that even the SLC County studios bring in and Utah in general has always been behind the company average. It is hard to Justify holding my employees to company standard when we are making the sales goals that the company has set in comparison from last year and beating last year, but are still not to the Sales Average that the company asks. 

*        Do you agree with low ratings to encourage improvement?

 I believe in being honest with my employees if they are producing poor work I look for ways to improve that work and their numbers. We evaluate their photography and if they are following their sales process to see where they are lacking and could use more coaching. In my coaching I allow my employees to do their own evaluations weekly and then we look over where they feel like they can improve. The employee is typically harder on them self than I am as their superior. 

 

*        Examples of dealing with problem employees? When an employee shows late to their shift, I remind them how important it is that they are on time. I have them list those reasons and then write them self a warning. If there is another occurrence of being late I then give the warning written formally, the next time a formal write-up. After 3 write ups the individual is terminated.

Most Coaching starts with a plan and a goal, if the plan is not being followed then the goal is not being met, first warning on paper results from here and then so on...

*        How do you encourage positive growth in your employees?

I like to boost the moral, small encouragements and verbal recognition. I compliment the good and try to quickly fix the bad habits. Positive reinforcements at all times possible. I believe very much in TEAM work, if everyone is working towards the same goal we are all in it together. I encourage a fun and competitive environment where the reward is small and is often bragging rights. I work with my employees to see where they feel like they can improve and I do everything in my power to help them reach their goals. I have an open talk policy where my employees can feel safe in their discussions with me.

I really enjoyed this interview and was able to find out a lot about the person I interviewed. She seems to be a great leader and would be someone that I would want to work under.