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    Bellapu Durga vara prasad
    The manager calls the employee in for their annual performance appraisal. During the meeting, the manager rates the employee in different categories but gives mostly average ratings of 3 out of 5. The employee argues they deserve higher ratings, and the manager acquiesces by raising some of the ratings to 5 without much justification. The manager hints at a possible promotion but does not commit to it. After the employee leaves, the manager decides to change some of the inflated ratings back to the original scores, taking advantage of the signed form.

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    Script

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    Bellapu Durga vara prasad
    418 views2 pages
    The manager calls the employee in for their annual performance appraisal. During the meeting, the manager rates the employee in different categories but gives mostly average ratings of 3 out of 5. The employee argues they deserve higher ratings, and the manager acquiesces by raising some of the ratings to 5 without much justification. The manager hints at a possible promotion but does not commit to it. After the employee leaves, the manager decides to change some of the inflated ratings back to the original scores, taking advantage of the signed form.

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    The manager calls the employee in for their annual performance appraisal. During the meeting, the manager rates the employee in different categories but gives mostly average ratings of 3 out of 5. The employee argues they deserve higher ratings, and the manager acquiesces by raising some of the ratings to 5 without much justification. The manager hints at a possible promotion but does not commit to it. After the employee leaves, the manager decides to change some of the inflated ratings back to the original scores, taking advantage of the signed form.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    418 views2 pages

    Script

    Uploaded by

    Bellapu Durga vara prasad
    The manager calls the employee in for their annual performance appraisal. During the meeting, the manager rates the employee in different categories but gives mostly average ratings of 3 out of 5. The employee argues they deserve higher ratings, and the manager acquiesces by raising some of the ratings to 5 without much justification. The manager hints at a possible promotion but does not commit to it. After the employee leaves, the manager decides to change some of the inflated ratings back to the original scores, taking advantage of the signed form.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    Manager – Hey _(Name)_, would you come in here please, its time for your performance appraisal.

    Employee – Right now???

    Manager – Yes yes, I am free now and I’m hoping you have a couple of minutes. So we can just get this
    out of the way, are you ready?

    Employee – Yes, Sure!!!

    Manager - it’s just some performance appraisal thing that we have to do every year, you know all this
    paperwork etc..

    Employee – Ohh ok, That’s great.

    Manager – So anyway. Uh I filled out the form, some supervisors give it to their employees and ask
    them to fill it out in advance so they have a self-evaluation, well we don’t want to do that. These were
    your goals from last year and I rated that you completed them satisfactorily because you know you do a
    good job here, a really good job except for the results you achieved recently, but anyway.

    Manager – (gets phone call) Excuse me....(Gives some cooking and delivery instructions, takes too long
    and employee gets irriatted)

    Employee – sounds like a really yummy lunch.

    Manager – Yeah, we have to eat to stay healthy you know.

    Employee – That’s true.

    Manager – So uh, where was I uhh ohh, yeah the results, but I think you’ll fix it up as always, and come
    around and do a good job and you need to get to work on time, I noticed…

    Employee – I have been trying but the traffic and other stuff going on. (cites personal problem)

    Manager – Oh that”s bad n I know, it’s a challenge, but I know you’ll work on it.

    Manager – So, let’s get back to the forum, so these are the different categories and basically what I did
    was I rated you, there are some 4 categories which I have to rate from 1 through 5, I rated you 3 for
    customer complaints, I think you meet expectations and everything. You are a good employee plus if I
    rate you too low or too high, I have to write all comments in the comment section and I really don’t
    want to spend my time writing comments.

    Employee – you gave me 3 in customer service, but, I did really well. I never had a complaint. I always fix
    the issues.

    Manager – Whoa…come down(politely), you know your target was 2 per 20, but your customer
    complaints are very high like 3 per 20, which is unacceptable..

    Employee – But I achieved more sales of Rs.50.25 lakh, which is more than my target of Rs. 50 Lakh.

    Manager – All right, All right. Look look I’ll change that one for you. Should I make it a four or five. What
    do you want. Five!!!!

    Employee – I think I do really well. So, five!!!


    Manager – Ok , No problem all right.

    Employee – thank you!!

    Manager – But your customer defections rate of 7% is very high and it is more than double than our
    target limit of 3%, which indicates that you are not able to retain the customer. Maybe due to lack of
    communication skills and all… I think you can improve on that…

    Employee – Ohh really???. You think my communication skills are bad, then how do you think I achieved
    my sales target, huh…

    Manager – No I didn’t mean that, so, should I rate you 4 or 5 here also.

    Employee – Yes, I think I deserve that.

    Manager – hmmm, okay!!!. Just try to improve your results next year.

    Employee – I already do so much hard work, you know, I deserve some promotion!!!!!

    Manager – Ahhhh, Promotion?????

    Employee – Yes yes!!!, U know I have worked so hard and I also know you might be considering me for
    the promotion. Anyway, Im just curious what you have to say about me.

    Manager – Hmmmm, yes. I am considering you for promotion…..umm… But first… why don’t you and i
    let’s sign the form and then I’ll ask you to go ahead and come up with goals for next year, you decide
    what you want to do for next year and you need to link up with the strategic plan.

    Employee – Wonderful, sounds like a great idea!!!

    Manager – But first you need to sign here for me, okay. It’s just acknowledges that you and I met and
    discussed and all….

    Employee – Ok!!(signs it).

    Manager – Thanks for coming, you do a great job, Bye.

    Employee – Thanks.

    Manager – (after employee leaves) She is no where near 5 in customer service or high performance, No
    way. I’ll change that back to 3, she already signed it I will sign it and submit.

    -----THE END-----

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