Kim, Jason and Amy answer a listener's question about how to give a year-end performance review to someone who's been bounced from team to team and manager to manager. They also reveal why everyone needs an "I love me" folder.
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A listener wrote in with a question:
Hi! I just started my career as a manager. I occasionally listen to the Radical Candor podcast and I find it very helpful in a way that it inspires me to be the kind of manager that I want to be.
I have this dilemma and I want to seek advice. Recently, an employee was moved to my team and he became my direct report. This new direct report has been bouncing around from project to project and for 1 year, he moved to 4 managers already! Since I am his new manager and it's near the end of the year, I will be the one to accomplish his performance appraisal.
I asked for feedback from previous team members and managers he worked with. Some said that his competency is below his current level and that he mostly needs assistance on every task assigned to him. Some said that he is a good team player and is eager to learn. The comments I got were contradictory so it's very hard for me to gauge where he's currently at. My question is, for the performance appraisal, should I just give a rating of "Meets expectation" for the benefit of the doubt?
I want to know your thoughts about my situation. What else can I do to help this direct report?
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Watch the Radical Candor Videobook
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The Radical Candor Podcast is based on the book Radical Candor: Be A Kickass Boss Without Losing Your Humanity by Kim Scott.
Episodes are written and produced by Brandi Neal with script editing by Amy Sandler. The show features Radical Candor co-founders Kim Scott and Jason Rosoff and is hosted by Amy Sandler. Nick Carissimi is our audio engineer.
The Radical Candor Podcast theme music was composed by Cliff Goldmacher. Order his book: The Reason For The Rhymes: Mastering the Seven Essential Skills of Innovation by Learning to Write Songs.
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