This week I interviewed my Uncle Roy Johansen. He is a manager at Quiznos. He has been managing for DECADES! For this reason, I was intrigued to know what he has found helpful, insightful, and what he aims to improve in his performance evaluations. Check out the interview in full below:
EVALUATING EMPLOYEES INTERVIEW
Quiznos owner and manger
- How often does your criteria for evaluating an employee get updated?
Every three months (90 days)
- How often do you hold evaluations with your employees?
All depends on the person. Generally, every 90 days. Some don’t need it that often, so I will let them go longer.
- Do you have employees set up a new goal(s) every time you evaluate them?
Sometimes I do. If they have not trained another area I will have them work that. Or have them work different times.
- How long do you plan for each interview to take? Why?
Each interview is pretty short, about 5-10 minutes. I usually know right away if they are doing well or not. I have been doing it for so long that I can tell by their mannerisms and actions how they are doing.
- How do you prepare for the evaluations?
I don’t prepare much. I usually know where they are at. I work with them most of the time right by their side.
- Has an interview ever ended negatively? What happened?
Yeah, one time a lady got mad at me because she did not like what I said to her. I tried to be kind after, but she was very stand-offish to me afterwards. I told her it was just for the job. She got angry for a small reason.
- Do you keep notes regarding the employee at your performance appraisal?
Oh yes. Also during interviews. I write down everything I ask them and everything they answer. I keep them for months and months and then I won’t usually go through them anymore.
- Do you provide an agenda for the employee for the interview?
Not typically, no. Usually it’s just what is applicable in the moment.
- Where do you hold the performance appraisal (location)?
Right in the dining room of Quiznos.
- Do you involve other management members in appraisals such as team leads or do you perform appraisals one-on-one?
It is one-on-one. I have offered it to others before, but they are not interested.
- Do you ask for peer evaluations of each other in order to understand how the employee works with others?
No. I have found out the employees complain about each other anyway for things that may not be applicable.
- Do you have your employees evaluate themselves before you evaluate them? If so, do you find your evaluations usually similar to theirs?
- Do you think you spend more time talking about the good work done by the employee or places in their performance that needs improvement’? Why?
A lot more praise than criticism. I definitely compliment them the entire time. Constantly. I like to help them evaluate where they need improvement. I ask, “How do you think you are doing?” “Are you up to par” “Are you able to do what so-and-so can do?”.
I learned that employees are almost like dogs where they need to feel loved, they need praise, but they can also be disciplined. It seems like a silly analogy, but the way Roy described it helps me understand that we seek to do good and please the leader. If the leader can help us see improvement in ourselves we are more motivated to continue to seek improvement.
REFLECTION for this week:
1. This unit taught me a lot about ethics. I am almost afraid of the ethical dilemmas I might face. They are harder than ever imagined. We started talking about discipline as well. I think it is inevitable to not be disciplined in your job. I hope to avoid it as much as possible. Still, I learned it is necessary and I think I will take it better when it happens the next time.
2. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why? I felt like the team activities were good for the interviewing part. I like having to collaborate on questions. It put another perspective into view. The other students see things differently than I do. I love that. I don’t like responding to comments from discussions. It is a waste of time in my opinion. I also don’t like having to make a minimum amount of paragraphs. Instead we should just have to add something insightful (no matter the length).
3. How you will utilize the information learned in your nursing practice. Like I mentioned before I plan to accept the discipline I get and understand it is just part of the job.
4. You personal feelings about the material covered. I enjoyed the interview. I disliked the discussion. Mostly because it feels like an assignment versus a discussion. I think we should get rid of the amount required and instead request that it is just substance required (add some new insight or question).