Review the example provided and decide whether this Reflection has met the process writing requirements.
| INTRODUCTION |
Set the stage– Identify the part of the learning event that had personal meaning to you. Provide a brief overview.
I am a new Supervisor and have to conduct my first performance review with my staff. I have only my experience as an employee in this position and I always found this review to be very uncomfortable (at best). I have had experiences where a previous Supervisor skipped this step entirely. I want to do a good job. |
| EXPERIENCE |
Return to the experience– Describe what you did and how you personalized it for application to your job.
I chose the "focus on strengths" guidance that was provided in Evaluating Employee Performance. I realized that I had not done a very good job of keeping notes on my employees’ strengths or accomplishments throughout the year, so I started a file on each one of my employees for next year. |
| PERCEPTIONS |
Examine your perceptions– Describe how you felt about your learning experience. Was anything missing? What insights did you gain? Do you feel more confident about performing this task?
Thinking back on the year without notes, I realize that it is much easier to focus on the things that my employees did not do so well (e.g., the one stormy team meeting) – and to overlook their day-to-day accomplishments and productive behaviors (e.g., the other 11 productive team meetings) that I sometimes take for granted. It feels good to focus on the positive aspects of each of my direct reports. |
| EVALUATE |
Evaluate the experience– Describe how you will use the new knowledge or skill on the job.
I am going to use the strengths-based guidance and start to notate when I catch people doing things right. The strengths-based guidance recommends that I need to utilize our on-the spot recognition processes such as the CBG awards (CBG stands for Caught Being Good). I need to figure out what kinds of awards are appropriate for each employee. I am also going to practice timing when I give constructive feedback so that I am helping my staff improve their ongoing performance. Rather than telling them immediately following their performance about all the things they need to improve, I will practice timing it so that I give them constructive feedback just before their next performance, so they can adjust their behavior. |
| SUMMARIZE |
Wrap it up– Go over the main points. Identify those which had the greatest impact.
Wow. The focusing on my employee’s strengths really is a departure from the old approach. I am actually looking forward to conducting my staffs’ performance appraisals and helping each person to see the strengths they bring to the team through my eyes. |
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