Career Development Plan
Career Development Plan Part III
Performance and Career Management
October 6, 2008
MEMO
Date: October 6, 2008
To: David Spencer, President and CEO,
From: Sales Manager
Re: Career Development Plan part III- Performance and Career Management
As you are informed we have been selected our new sales team in previous weeks and assigned each person for appropriate training and orientation to introduce them to our new sales program and our company’s new strategy. In order to not to fall into some traps that most managers do during the change and merging period, and setting up an effective communication atmosphere I have prepared an appraisal performance form to evaluate each member’s performance of our team and a feedback method to hear employee’s voice and opinion about the management team, our projects, also other teammates. After reviewing each performance appraisal, I would talk to each employee and will give him feedback in order to help them perform better and will offer educational opportunities if necessary.
I would like to explain the importance of feedback for our sales team in the future. Feedback is a sensitive issue that we need to propose carefully based on each employee’s character and personality. Depending on our point of view when discussing about a problem we may fail to recognize all the facts which can be interpreted in many ways by the employee, therefore; it is important to analyze performance problems, provide information on individual’s performance, be specific and on the target, describe the performance which needs to be improved. A feedback discussion or coaching conversation is always helpful to illuminate misunderstanding and open up doors for suggestion and improvement. As a manager and a feedback advisor, we use our communication skills to guide, train, encourage, teach and refocus our team. Our feedback should be supported by creating opportunities to discuss about solutions to our current problems and it needs
Performance and Career Management
October 6, 2008
MEMO
Date: October 6, 2008
To: David Spencer, President and CEO,
From: Sales Manager
Re: Career Development Plan part III- Performance and Career Management
As you are informed we have been selected our new sales team in previous weeks and assigned each person for appropriate training and orientation to introduce them to our new sales program and our company’s new strategy. In order to not to fall into some traps that most managers do during the change and merging period, and setting up an effective communication atmosphere I have prepared an appraisal performance form to evaluate each member’s performance of our team and a feedback method to hear employee’s voice and opinion about the management team, our projects, also other teammates. After reviewing each performance appraisal, I would talk to each employee and will give him feedback in order to help them perform better and will offer educational opportunities if necessary.
I would like to explain the importance of feedback for our sales team in the future. Feedback is a sensitive issue that we need to propose carefully based on each employee’s character and personality. Depending on our point of view when discussing about a problem we may fail to recognize all the facts which can be interpreted in many ways by the employee, therefore; it is important to analyze performance problems, provide information on individual’s performance, be specific and on the target, describe the performance which needs to be improved. A feedback discussion or coaching conversation is always helpful to illuminate misunderstanding and open up doors for suggestion and improvement. As a manager and a feedback advisor, we use our communication skills to guide, train, encourage, teach and refocus our team. Our feedback should be supported by creating opportunities to discuss about solutions to our current problems and it needs