Am I Being Too Sensitive

[itsjustme]

I Have Been A Registered Nurse For Many Years And Have Worked FOr The Same Company Until A Recent Closure. I Took A Job In A Small Town With A Company That Has Offices Across The UNITED States. I Attempted And Did Complete A Year Which I Felt Would Give Me Better Idea About The Company. I Recently Rec'd My Evaluation FroM The Nonnurse Office Mgr. I Was Handed The Eval And Told I Could Make An Appt With The Branch Mgr (msn) If I Had Any Questions( By The Way The Branch Mgr Wrote The Eval). I Was Told To Xerox The Eval If I Wanted A Copy. I Was So Out Done And Felt My Services Weren't Worth The Time To Discuss. It Was Very Difficult To Accept Considering I Had Worked For A Company That Valued Their Clinical Staff. I Have Worked As A Mgr And Felt That Eval Time Was An Opportunity To Connect With Your Employee About Strengths, Goals And Feedback Noted Throughout The Year. Please Help Me Put This In Perspective.

[sharann, BSN, RN]

I think that your experience would leave me feeling cold and empty. I guess they are not a warm family type environment over there. You would think that your evaluator would at least know you.

[Tweety, BSN, RN]

I agree, that is a bit cold. Evaluations should be done one-on-one. My evaluation was kind of the same way "here it is, sign it and give it back" and she left the room. (They say baby boomers don't need as much one-on-one during an evaluation as the generation that followed, which I find interesting.) Unless you get a real bad review, there isn't much discussion.

(Why are you capitalizing the first letter of each word, that makes it a bit difficult to read.)

[truern]

(Why are you capitalizing the first letter of each word, that makes it a bit difficult to read.)

Thank you...I gave up *trying* to read it for that very reason. Sorry, OP :imbar

[rn/writer, RN]

I agree that capitalizing all the way through makes a post harder to read, but on to more important stuff.

There are two parts to an evaluation--form and content. Your employer dropped the ball as far as form is concerned. No warm fuzzies there. The next question is how was the content? Did you get a positive eval? Is there any suggestion that the cold shoulder is personal and/or connected to their opinion of you and your performance? Or do they treat everyone in this lovely manner?

Here's the big question. Is it them or is it you? If it's them, consider whether you are happy with the rest of the job. If this is indicative of the overall management style and attitude, are you being compensated enough in other ways to make it worthwhile to stay there?

If it's you--they aren't happy with your performance and are trying to freeze you out--do you think they have any valid criticisms and how will you try to handle them. Even if they mention legitimate concerns, this may not be a good place to grow unless you can develop a thick skin.

Too bad that they blew an opportunity to establish and nurture a feeling of connection. That's the kind of thing that engenders employee loyalty.

Miranda

[Neilsbiggestfan]

Thank you...I gave up *trying* to read it for that very reason. Sorry, OP :imbar

Yes, me too.

[llg, PhD, RN]

\(They say baby boomers don't need as much one-on-one during an evaluation as the generation that followed, which I find interesting.)

I've read that, too ... and found it to be generally true. Many (most?) baby boomers don't want to be evaluated a lot. Many (most?) younger workers want more evaluative feedback. This can cause stress in the workplace as younger workers may think their baby boomer bosses are uncaring or lazy because they don't give a lot evaluative feedback ... and the baby boomer bosses may think their younger workers have no backbone or self-direction because they seem to require so much.

Both generations probably need to be flexible and try to understand the needs of the other. "Meeting in the middle" may be the best solution.

In my current job ... I was here for 2 years before I had any sort of evaluation. When an audit was done and it was discovered I had never gotten an eval, my boss gave me the paperwork for my 90-day eval, 1-year eval, and 2-year eval -- all blank. I filled it all out, showing good performance with improvement over time of course, and then she signed it. It was all done in less than an hour. We never did have an actual meeting about it ... and that was fine with me. My feelings about evals are that "no news is good news." They have to have poor performance documented before they can fire you. :-) So, as long as nothing is documented, I'm probably doing OK.

llg

[itsjustme]

I think that your experience would leave me feeling cold and empty. I guess they are not a warm family type environment over there. You would think that your evaluator would at least know you.

Thanks for taking the time to reply and also for your advice to not capitalize all words. I'm new to the site and didn't realize this was a problem to readers.

[itsjustme]

I agree that capitalizing all the way through makes a post harder to read, but on to more important stuff.

There are two parts to an evaluation--form and content. Your employer dropped the ball as far as form is concerned. No warm fuzzies there. The next question is how was the content? Did you get a positive eval? Is there any suggestion that the cold shoulder is personal and/or connected to their opinion of you and your performance? Or do they treat everyone in this lovely manner?

Here's the big question. Is it them or is it you? If it's them, consider whether you are happy with the rest of the job. If this is indicative of the overall management style and attitude, are you being compensated enough in other ways to make it worthwhile to stay there?

If it's you--they aren't happy with your performance and are trying to freeze you out--do you think they have any valid criticisms and how will you try to handle them. Even if they mention legitimate concerns, this may not be a good place to grow unless you can develop a thick skin.

Too bad that they blew an opportunity to establish and nurture a feeling of connection. That's the kind of thing that engenders employee loyalty.

Miranda

Thanks for your reply and I am new to this site and didn't realize capitals were a problem. I really felt like it was them and I considered the same thing regarding management style. I resigned this position d/t management along with several other Rns and herapist who never shared some of the same concerns. The compensation was ok and have found a company nurse owned and operated that I felt connected with on my interview. I felt a little better when I rec'd a t/c from the Vice Pres of the areas prev job inquiring why I left and gave me some positive feedback and asking if there was any possibilty of reconsidering my resignation.

[itsjustme]

I agree, that is a bit cold. Evaluations should be done one-on-one. My evaluation was kind of the same way "here it is, sign it and give it back" and she left the room. (They say baby boomers don't need as much one-on-one during an evaluation as the generation that followed, which I find interesting.) Unless you get a real bad review, there isn't much discussion.

(Why are you capitalizing the first letter of each word, that makes it a bit difficult to read.)

Thanks for the reply and the suggestion to not capitalize. I am new to this site.

[Tweety, BSN, RN]

Thanks for the reply and the suggestion to not capitalize. I am new to this site.

Not a problem, I knew that you were new and glad you took the suggestion well, as it was meant.

Good luck to you. Welcome and I hope you participate often. You have a lot to offer all of us!

[Works2xs]

There are actually several different "models" for conducting evals. So whether or not you get the same sort of attention you got at the last job is somewhat of a crapshoot. Some types of evals don't require anything more than an employee report card. Others are tied to career development.

Truth be known, the only time anyone in management pays any real attention to "what's in your personnel record" is when they (mgmt) want to take some sort of punative action against you, usually leading up to your dismissal. I think the only time I'd get especially concerned would be if the eval you got held any negative data.

Regarding baby boomers and their need for feedback - I think that is kinda silly. The 80's and 90's was earmarked by "downsizing" and "streamlining". If you were a manager, you knew this to be code for dumping the ranks of middle management. That means that the work these folks used to do is now pushed down to the line managers - who were already up to their eyeballs in performing their role of providing daily control and direction. They, in turn, can't give proper attention to these tasks and they end up in the "round file". Who is it that was caught in this phenom? The baby boomers mostly. So I don't so much think that there is any less need of the B.B.s to get feedback. Rather, I think that's just a convenient way to quickly explain away the fact that they just don't get the feedback they need/deserve.