I interviewed Brian Tippetts who works at Coca-Cola. Here are the questions and answers to this interview:
1.What is your least favorite thing about performance appraisals?
Unfortunately, for some companies, they don’t reward good or bad behavior, but are more for keeping the status quo. I like when goals are set and discussed during the performance appraisals and they help determine the outcome.
2.How do you approach an interview with an employee who struggles performing their job duties adequately?
Most likely, I’ve talked to them before and set goals on what needs to improve and also shared my expectations for the job duties. During the interview we discuss those goals and expectations and what progress or steps are being made toward reaching the goals. If progress is not made, then either a timeframe is set for completion or some sort of probationary period or formal discipline is started.
3.What behavior do you look for in an employee AFTER their performance review?
I like when the employee helps come up with goals beforehand and then we discuss those. If they are engaged in the review and see their own potential along with a supportive company, I will usually see new commitment, a new level of excitement and energy.
4.What things do you focus on in a performance appraisal interview?
Usually a set of design specific attributes and also personal and team goals. Provide examples of what they do well and areas for improvement for which we set new goals for the next appraisal.
5.How do you help your employees improve after a performance appraisal?
Set goals and then follow-up with then regularly. When goals are reached, set new ones that push them.
6.How often do you hold performance appraisals for full-time vs part-time employees?
Full-time employees usually once a year per company standards, but I hold informal quarterly interviews. For part-time employees it is usually more of a temp position, so I am providing constant feedback and mentoring.
7.How long do your performance appraisals last?
For the yearly ones, they are usually 1-2 hours each. For the informal ones, maybe 30 minutes.
8.What does your performance appraisal criteria look like and how is it implemented?
We have a document that we go through and “grade” the employee from 1-5 on 20-30 questions in 5 categories. Then we can write the accomplishments and areas of improvement. This is then combined with goals that were set. These are talked about and one copy goes to the employee, one copy is placed into my folder and one copy goes to HR.
9.How do you prepare for a performance appraisal interview with an employee?
Gather all the completed reviews, goal sheet, notes, and examples of accomplishments and review them all so that I have a complete picture of where the employee stands. Then I write down some notes to make sure that I discuss in the interview.
10.What are two topics concerning job performance you like to discuss with employees while conducting a performance appraisal interview.
Their job accomplishments and the goals that have been reached during the year.
11.What tactics do you use to ensure employees actually learn from issues that are discussed during the review?
I like to repeat things and give the employee the opportunity to come up with their own solutions to difficult situations. Afterwards, I make sure and check in often to see if they comprehend the things that were discussed.
12.What is the most common issue that comes up with employees during a review?
It is coming into the review thinking that everything is perfect and that they are entitled to a perfect review. It is always hard to bring up areas of improvement especially when the employee is so talented and hard working. I just let them know that we can always improve ourselves, so we find something that will push them a bit and be fun and exciting.
This interview was very interesting and eye-opening for me. At his company, he stated that his yearly interviews for his full-time employees last 1-2 hours which I found very interesting. I also found it important that he mentioned goal setting as the most important aspect of his performance interviews. Even when employees are awesome and hard-working, everyone can improve which I feel is the purpose of any performance appraisal. I like that he follows up with his employees and really works with them to improve in their own chosen ways, while directing them to become better according to company standards.
1. What did you actually learn from the unit.
This week I learned more about characteristics of a great leader, and about performance appraisals. I honestly haven’t dealt too much with performance appraisals which is a little weird for me because I spent two years with my last company but they didn’t seem to care about checking in with me so long as the clients were happy. I also didn’t consider some of the things that Sean taught in his lecture before, such as not firing on a Friday because it can leave people feeling helpless in turning around to find a new job. I haven’t had to think too much about a leader’s responsibility to terminate employees before, so that was interesting. I also learned more about how to make performance appraisals more effective such as spacing them out and spending the least amount of time necessary with each employee.
2. Discuss your feelings/experiences from the team activities. Did it change your opinion on the subject? If so, how? If not, why?
The team discussions were good. I like that we mostly came up with different greatest leaders of time, but it seemed that we all pulled similar characteristics from those people so that was interesting. My opinion did change on the subject of disciplining. I learned different perspectives on how to handle disciplining employees in tricky situations. There is just a lot of gray so I think we agreed on that, but some people were able to consider different sides of the story which was cool. I also thought it was interesting to read the criteria people would like to use to judge people in a performance appraisal.
3. How you will utilize the information learned in your nursing practice.
I will utilize the information from this unit in my nursing practice by being aware of employees that are struggling and may need to be disciplined or terminated. I don’t like thinking about having to discipline people, but recognize that it is necessary and as a nurse I want people around me who are going to help our patients not those who may be a problem in the workplace. I also want to be aware of criteria I could equally judge people on so that if I had to do performance appraisals, I would be prepared with the best criteria to judge my employees.
4. Your personal feelings about the material covered.
This unit was interesting. I liked the material covered because it was new and different. I enjoyed being able to learn more from a leader’s perspective on discipline and performance appraisal and how those are used in the workplace to improve our performance and care for patients.
1.What did you actually learn from the unit.
I learned that teamwork is hard. It was interesting to learn from different people’s perspectives particularly in how to actually do some of the activities we did this week on our online activity. It was interesting to see how some people lead different activities. Some had us all read the assignment then we all shared how we thought we should go about the activity, some just told the group how we would do the activity, and some told the group how we would do it, but wanted input on whether they thought it should be implemented differently. I think teamwork is just always eye-opening. Every time I do new team activities with a new team, I learn different ways to do different activities. When I read the activities, I thought I understood how they would be implemented, but it was cool to hear how other people decided to do the activities.
2.Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?
The team activities were good but also hard. It was a little difficult to discuss the activities online, and through multiple different mediums. We used google hangouts, google docs, and some Facebook messenger to communicate during the team activities. It was hard to decide how to do some activities when the leaders were indecisive when leading the activity. Some teammates were also not very involved, so it was hard to be excited about participating in the activities. I just learned again that communication is key in teamwork. It also is much more fun when your teammates are just as involved as you are in the activity rather than having a “let’s just get this done” attitude. I do think that my opinion changed on the subject. Teamwork sometimes is something I don’t think a lot about, or don’t consider it’s importance, but I think that teamwork is important when we are need to work together toward a common goal.
3.How you will utilize the information learned in your nursing practice.
I will utilize this information by being better prepared as a leader before I get people together for an activity. I will better research the activity and be prepared to answer any questions that come. I will also work on my attitude as I believe that the leader’s attitude will guide the attitude of the team. As a nurse, I want to have a positive attitude moving forward in work and while working as a team, and I want to work hard to communicate with teammates so that we are all on the same page and working toward the same goal.
4.Your personal feelings about the material covered.
I think that teamwork is ultimately very important when working with a team in any setting. Getting to know people in a less formal setting is a great way to feel connected to people in your group and feel more comfortable working toward the same goal. I think that when we are faced with challenges as a team and need to learn how to communicate through team activities, we are better able to face future challenges as a team.
I interviewed Joseph Stanley, and he works at Common Sense Financial.
1- When do you start looking for people to hire?
-The company he is working for right now is currently working on expanding so they are consistently looking for people to hire right now.
2- What is one question you always ask in an interview and why?
-One question he always asks is “What is your most and least favorite part of your current career path and why?” The asks this question because he believes it is very telling of someone’s character.
3- What is one quality that you are always impressed with in a candidate?
-One quality he is always impressed with in a candidate is coachability. He is impressed with people who are willing to do things the way the company does it.
4- How do you personally prepare for an interview with a candidate?
-He learns about the person before preparing for an interview so he knows what questions he needs to ask. He also goes over the general list of questions so that he is prepared with questions to ask and doesn’t have to keep referring to a paper during the interview.
5- What, if any, deal-breaker qualities do you look for?
-One red flag is someone who is arrogant, or someone who talks poorly about their previous employment.
6- How do you avoid your own personal biases during interviews?
-He feels that he needs to have some biases on behalf of the company, but otherwise doesn’t have personal biases or prejudices when interviewing.
7- What do you look for when you first meet your interviewee?
-He looks at their dress, and if they’re wearing anything less than business casual, he is more scrutinizing during the interview.
8- Do you have an interview panel? If so, who do you have in on that panel during the interview?
-No he doesn’t.
9- What are you looking for in a candidate?
-He is looking for coachability, someone who is self-motivated, and someone with integrity.
10- What is your least favorite thing about hiring?
-He doesn’t have one because he likes being able to get to know people through hiring.
11- Is there a certain time limit you try to stay in while conducting an interview?
-He likes to keep it under 30 minutes.
12- Do you take time to learn about your candidates prior to meeting them in real life?
-Yes, he likes to learn about his candidates before meeting them in real life so he is prepared with questions specific for the candidate.
13- Are you impressed when your interviewee speaks up when they have a chance to ask questions? Which questions are you most impressed by?
-Yes, one question he would be impressed by is something along the lines of “What would it take for me to be successful in the company?”
14- Are there any tactics that you use to screen qualified applications prior to interviews?
-Every applicant has a pre-interview before they get a second interview.
15- What is the balance you look for between skill/experience and personality?
-He thinks that skill is worth 20%, personality is worth 30%, and a willingness to learn would make up 50% of someone he is looking to hire.
This hiring interview was very interesting. I hadn’t interviewed someone who hires people in a company before and I found it intriguing. I learned a lot about the type of things he was particularly looking for in a candidate he would want to hire, and it was interesting to learn about these qualities. I was particularly impressed by the fact that he cared a lot about coachability when he was considering a candidate to hire. He didn’t necessarily care about someone who had the most skill for the company, but that he would be able to train them the way the company wanted them to work. I think this is important to look for in any company, because every company does everything differently. I thought it was important also that he wanted someone who carried themselves professionally which I also think is an important attribute to look for in a candidate.
1. What did you actually learned from the unit.
I learned that it’s very difficult and a long process to hire new people for a position. I did not know how long the process really took to hire people once a department identified a need to fill a position. I also didn’t realize that departments sometimes don’t hire people even when they have multiple prospects. It makes sense, because sometimes people aren’t as great as their resume. It makes me a little stressed for departments who go through a long process to get people to interview, just to turn around and start the process over because they weren’t impressed with the candidates. It would also make me more trusting with a department if they did this, because it reflects the importance they place on hiring good people in their department.
2. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?
I feel like the team activities were good. We all agreed that we should hire the first candidate because the candidate had a lot of experience as a nurse, but also good rapport with the hospital in general. It didn’t change my opinion because we all agreed, but it was good to see that we would all support the candidate with combined experience as a nurse as well as with the hospital.
3. How you will utilize the information learned in your nursing practice.
I will utilize the information learned in my nursing practice by being aware of nursing candidates that I would want to hire if I have to hire people in my facility. I will also be working on qualities I would want to have if I want to work up within a company. If I want a higher position, I should work on being patient with getting experience for the position that I want. If I am looking for a new candidate, I am going to look at qualities of nurses that I know are effective and quality nurses and try to observe those qualities in candidates for the position I am looking to fill.
4. You personal feelings about the material covered.
I learned a lot about hiring in this section. I didn’t understand how many dynamics were involved in hiring people on a unit. I also just didn’t appreciate the effort it takes to hire people, because I have only had to focus on preparing to get hired. In the future I want to focus on retaining employees because it takes a lot of effort to get them in the first place. I also want to focus on recognizing qualities in people that make people good nurses, and be aware of those qualities when I am interviewing people for positions.
What did you actually learn from the unit.
What I learned from the unit is that leadership has many different faces. There are different types of leadership, and many different traits that make up a good leader. I learned that leadership simply doesn’t always look the same, but in the end, people are influenced and/or changed by a leader. A leader may lead many people, but they may only lead a few people. A leader may have just one trait or they may be flexible and take on various traits in various situations. What I learned also in this unit is that truly effective leaders will have a greater impact on their followers. I feel that my ideas of leaders has been pretty concrete or one-time situational. After this unit, I think I am thinking more about leaders in more long-term and multi-situational views.
Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?
The team activities didn’t entirely change my opinion on the subject, because unfortunately participation happened so late in the week, that people just agreed with my original thoughts. The team activity asked who we thought were leaders out of a list of people, and I thought that all of them were leaders, and the team agreed. The team said that they agreed that they were all leaders in their own element. Again, there is no one way to be a leader, but I think that if you are able to influence people to change their actions based on your example or teachings, so to speak, you are in essence a leader.
How you will utilize the information learned in your nursing practice.
I will utilize this information by remembering that leadership is continuous. I am becoming a great leader today by the experiences I am having today as a follower. I am not a leader right now because I don’t know everything, and am the newest graduated nurse on our unit. I am looking forward to learning from the leaders around me, and looking to incorporate good leadership traits that I see from my leaders. I will focus for now on creating good and healthy relationships in the workplace so that when I am in a leadership position, those on my team feel that we are all working toward the same goal.
Your personal feelings about the material covered.
I just simply feel that leadership is crucial in life. We experience so many moments when we need to step up and be leaders. Sometimes we are prepared to be leaders, and sometimes we aren’t. But, we can work today to be great leaders by understanding the situations we are in and cultivating a spirit of unity in teamwork as we are leaders. I think that the best way we can become leaders is by simply all getting on the same page by identifying our common goals. When we have common goals, the leader simply guides general actions to get there. But I can practice today to be open-minded, cultivate respect in relationships, and observe good leadership skills in the workplace.
- Leadership requires personal mastery – Nurses demonstrate leadership when they have personal mastery in the skills they perform.
- Leadership is about values – Nurses demonstrate leadership by developing values that guide the way they lead. They are deemed competent when they use values to guide them to their goals.
- Leadership is about service – Nurses demonstrate leadership by serving those they lead. They are great leaders by learning how to serve those they lead and learning how to best help their team in any way they can.
- Leadership is about people and relationships – Nurses are great leaders when they focus on the people they lead. They are great leaders when they establish relationships with their team.
- Leadership is contextual – Nurses demonstrate leadership when they are flexible in different situations. They are competent leaders when they use different types of leadership in different situations as necessary.
- Leadership is about the management of meaning – Nurses demonstrate leadership when they are able to manage the meaning of their goals. They are competent leaders when they are able to manage purposefully and know how to delegate appropriately in order to manage the team best.
- Leadership is about balance – Nurses demonstrate leadership when they balance the tasks they are given. They are competent when they aren’t exemplifying only one trait or type of leadership all the time. They are competent when they are well-rounded and are open to new ideas of leadership.
- Leadership is about continuous learning and improvement – Nurses demonstrate leadership when they are open to the idea that they are continually learning and improving with the team. The nurse is competent when they recognize everyone’s strengths and understand that they are learning just as much as the team is.
- Leadership is about effective decision making – Nurses demonstrate leadership when they make effective decisions. They are competent when they are able to come to the best decision through listening to others and accurate research.
- Leadership is a political process – Nurses demonstrate leadership when they follow the political process. They are competent when they understand that they may be elected or taken out of the position of a leader. They understand that their position may not be permanent due to others having a say in their position.
- Leadership is about modeling – Nurses demonstrate leadership when they model how to be a good nurse to other nurses. They are competent when they are examples to their team at all times, and help the team follow that example.
- Leadership is about integrity – Nurses demonstrate leadership when they have integrity. They are competent as they are honest with themselves and the team and keep communication and actions open and honest between themselves and the team.
a. The results of the test
The results of my test showed that I am a C(Conscientious) leader.
b. Was this a revelation/ new knowledge about yourself?
This honestly wasn’t much of a new revelation or new knowledge about myself. I am typically an observer as a leader, and tend to look from the outside to see how I can trouble shoot after I have observed a situation. I like to watch and observe how things are going, then go from there with advice and support.
c. How will this effect your leadership style?
I think this will effect my leadership style because it will help me recognize that I am better at looking at a situation from the outside and being systematic in my approach to leadership. I do know that I tend to be more accommodating to others as I am a leader, and I hope that as a leader I am able to organize my thoughts so that I can best lead the people in my group to our common goal and trouble shoot as we go.
d. What will you do with the knowledge this test gives you?
I will be aware of my strength as a Conscientious leader, and recognize that my greater strength as a leader is being organized and prepared before leading people. My strengths simply don’t lie in jumping into a situation feet first, and I need more time to best lead a team, but I can use that to my strength and prepare before I lead a team.
This blog will be my place to post my thoughts about everything I am learning about leadership this semester. I will be posting my perspective and thoughts on the content I am learning in my class. I hope that those who follow this post will be able to learn from my views on leadership and from what I have gained this semester.