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The annual performance review is the most commonly recognized control management tool. It is also the most feared by employees.
You are the Branch Manager for a regional bank, and it is the dreaded annual performance review/evaluation/appraisal time. You have recognized that mostly employees dislike annual reviews and that they often cause anxiety and fear. Therefore, you have decided to adjust the process to focus more on the employee’s strengths and opportunities in order to motivate and inspire your employees for the year to come.
You will be creating an annual review for your employee (see scenario below) from the template attached.
Scenario:
The employee’s name is Nancy Reinhart, and she has been with the bank for 7 years. Nancy started as a teller at the bank, was quickly promoted to head teller and less than two years ago was promoted to being the Assistant Manager. One of Nancy’s primary responsibilities is the training and development of the account managers (members of the sales team) that report to her.
Over the past year, Nancy worked on developing a new promotion for the commercial accounts with success. She has also been key in updating the policies that relate to health and safety of employees and customers. Nancy has taken the time to develop her skills with the bank’s newest software through online training; she also attended a 2-day seminar for new managers. For the year that just ended Nancy exceeded her sales goal by 10%; customer satisfaction ratings consistently give Nancy the highest rating and customers regularly request her by name for their future needs. Despite Nancy always meeting her goals, the branch has not met its sales goals this year. One year ago, Nancy had set a goal of updating the training program for the entire sales team. That project has not been completed and training the team was delayed. In that time, the overall branch sales have remained flat overall.
Up until last year, Nancy was very active in the United Way, met monthly with a local Women in Business group, and served over 50 hours annually at the Chamber of Commerce as a business liaison. This past year though, Nancy has stopped engagement with those organizations except for the United Way- although on a much less active basis.
Given this information, complete the performance evaluation template with the mindset of highlighting her strengths and motivating her for the upcoming year.

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