This week we discussed how to do performance appraisals and deal with problem employees. I learned that it’s important to remain consistent and unbiased with doing performance appraisals. Performance appraisals are a good time to meet with employees and discuss how they are doing with and feeling about the job. It’s also a good time to discuss concerns. Setting goals is also a big part of performance appraisals. Dealing with problem employees can be difficult, but what I learned this week is that it’s important to be understanding of all employees. Sometimes just talking to an employee and asking them what’s going on is the best way to find the root of the problem. Documenting when you talk to the employee and what you talk about is needed to show a trail in case the employee has to be fired. I think that this information will be useful if I’m ever in a leadership position and in charge of other employees. I’ll have a foundation on how to do appraisals and deal with difficult employees.
This week in class we covered team building and organization. My favorite assignment from this week was the hiring interview. I thought it was interesting to hear what an interviewer looks for in potential employee. I’m glad to hear that having interview etiquette and good work ethic go a long way. This assignment helped me identify what to watch for when I perform interviews. This assignment also helped me identify ways I can improve when I go to interviews myself.
Interview with Bailee Thackeray, Supervisor at UVU Dining Services
- What is a major red flag you see in interviews that you will absolutely not hire the person? I don’t like when people are late to the interview. I don’t like when people don’t shake my hand or dress up for the interview either.
- What type of interview process gives you the most comprehensive view of a potential employee? I prefer to do one-on-one interviews. I get to know the person more personally.
- Do you prefer one-on-one interviews or group interviews? Why? I’ve only ever done one-on-one interviews. I’ve thought of having other employees meet and talk with the interviewees but have never actually tried it.
- Are qualifications alone enough for you to hire an individual, or do you take into consideration how the person fits in with the culture of your workplace? There aren’t a lot of qualifications involved with this job, so culture plays a large role in who I hire. If the employees don’t work well together it makes work miserable for everyone.
- What are your thoughts on hiring friends and family members? I have hired friends and family members but they were employees already working in other departments. I would hire them as new employees if they were they most qualified person for the job out of everyone I interviewed.
- Other than required skills and qualifications, what do you look for in a potential employee? I like people that are hard workers, detail oriented, and work well with others. Those people are easier to supervise and their coworkers like them.
- Do you appreciate when interviewees bring portfolios? Why or why not? I don’t think that it is necessary because this job isn’t that specialized. I do like when people bring a copy of their resume though. I can read over the read of the application material prior to the interview and take notes.
- How important is the appearance of the resume? As long as it is easy to read and doesn’t have any typos I’m fine with any resume. I do want it to look professional though.
- Do you check references thoroughly once an interview has been completed? Why or why not? I do check work references if they are available. Lots of my employees have only worked in other countries prior to this job so it’s really difficult to get in contact with their previous employers. I don’t like to use personal references because they are biased.
- What is the single most important quality in an interviewee that you feel is the biggest predictor of job success? I think they have to be motivated. The people who don’t take this job seriously are the worst employees. They need to be motivated to do their best work, be on time, and solve problems. If they can do that they usually get promoted pretty quickly.
- When considering an employee who does not have any experience in the field, but has a four year degree relating to the field, compared to someone who does have four years experience in the field, but no formal education, which candidate do you feel would be more successful and would most likely be the better candidate to hire? People don’t require a degree for this occupation. However, I do prefer to hire people with previous customer service and technology experience. I also like to hire people from other departments. People with previous experience are easier to train and already have an idea about how things work. That being said, I do like to hire new people if I think their personality will work with the other employees.
- Are there key phrases that you look for in letters of recommendation? I don’t receive a lot of recommendation letters, but when I do I like to see that the person is trustworthy and dependable.
- What are some questions you like to ask during interviews? I usually ask the person to tell me a little bit about themselves at the beginning. I’ll usually ask them about how they would handle a difficult customer or coworker. Sometimes I ask about why they want this job.
I thought that conducting this interview was very beneficial. Even though I interviewed someone who hires college students, it was still nice to see good qualities in employees. I think that hiring people with a good work ethic is a must in all positions. I thought it was interesting that other fields prefer people with prior work experience even though it’s not a job requirement. I’m glad that interview etiquette was also mentioned.
This week in the course we discussed successful leadership. We researched articles about leadership, watched Ender’s Game and identified leadership qualities in the movie, completed the DISC personality test, and discussed characteristics of leaders. I thought that the content this week was very effective at showing qualities of good leaders. Through the team discussion this week, I noticed that many people have leadership skills but that these skills can be used for either good or bad. This assignment made me realize that it’s important to use leadership skills for the benefit of others. I also enjoyed taking the DISC personality test. It was nice to figure out where I fit into the workplace personality wise. I have a Steady personality and this quiz made me realize that I can still contribute to my unit by being a “behind the scenes” person. This week helped me realize where I need to improve my leadership skills and where I can be the biggest aid to my unit now.
1. Leadership requires personal mastery – Nurses show personal mastery when they are competent in the skills of their job.
2. Leadership is about values – Nurses show values when they are examples of the values established by the hospital or company they work for.
3. Leadership is about service – Nurses are examples of service when they go above and beyond in patient care, such as identifying types of music or movies that help the patient relax and feel at ease.
4. Leadership is about people and relationships – Nurses show good relationship skills when they are able to answer questions that family members and patients have about the hospital stay.
5. Leadership is contextual – Nurses show that they are contextual when they are treat each patient as an individual.
6. Leadership is about the management of meaning –Nurses show effective management of meaning when they are able to carry on meaningful conversations with their patients.
7. Leadership is about balance – Nurses show balance when they are able to manage their time effectively.
8. Leadership is about continuous learning and improvement – Nurses show continuing improvement when they complete education requirements and apply the information to their practice.
9. Leadership is about effective decision making – Nurses show effective decision making when they are able to prioritize in difficult situations.
10. Leadership is a political process – Nurses show respect for the political process when they follow protocols and regulations set out by their supervisors and other people above them in the facility.
11. Leadership is about modeling – Nurses show effective modeling when they exemplify nursing care and others notice.
12. Leadership is about integrity – Nurses show integrity when they do oral cares on their honor.
According to the DISC personality test, I have a steady personality. This means that I am loyal and supportive. I thought that the results of this test were interesting. I have always thought of myself as more of a “behind the scenes” kind of person but I wasn’t ever familiar with a test that could define that. This test tells that I can be someone that my coworkers and those in leadership roles can rely on. I have been interested in being a manager, so it is something I will look into more. Based on this information, I will try my best to be a steady employee and be someone that others can rely on.