As a lab manager, your primary role is to maintain the organisation functioning and improving, which includes assisting people in succeeding and growing in their positions. Further, one of your most vital jobs is to write and conduct employee reviews. It’s also one of the most difficult.
FORM AN EFFECTIVE FRAMEWORK
A SWOT analysis (strengths, weaknesses, opportunities, and threats) is one of the most effective methods for analysing your personnel.
Strengths: Starting with an employee’s strengths allows you to set a favorable tone for the rest of the review.
Weaknesses, on the other hand, are areas where your employee needs to improve. After you’ve established a good tone, you should be able to discuss their inadequacies while pushing them to invest time in becoming more important to your lab. As a manager, it is your responsibility to maintain your personnel performing at their peak in order to meet your lab’s objectives, so it is critical to clearly identify the areas that require improvement.
Opportunities
Weaknesses can highlight areas for improvement, therefore the review phase is an opportunity to assist your staff in developing abilities and strengthening their job.
You’ve probably created a variety of options for continuous employee training, and that variety allows you and your employees to select specific programmes that will assist them in working on skills or necessary categories of knowledge.
Threats
What could have a negative impact on your employee’s performance after the review? While your review’s goal has been to highlight your employee’s accomplishments, strengths, and specific areas where they need to improve, in any business, there are both internal and external elements that could jeopardise both your lab and your employee’s ability to accomplish what you’ve asked of them.
Some of these elements are beyond an employee’s control, but others are the result of the employee’s refusal or incapacity to make the necessary changes. Set up a formal meeting to examine potential challenges to their success and to gain a better grasp of what can stand in the way of your joint goals.
You have a valuable opportunity to routinely improve your lab’s operations and workplace morale by recognising the importance of constructive feedback and the various techniques that may be taken in offering it.
• Motivating feedback emphasises what is positive or beneficial about an employee’s work, such as thanking an employee for staying late during a hectic testing season.
• Corrective feedback emphasises an issue, but in a way that allows the employee to rectify it, such as demonstrating to an analyst how to enter data correctly into your LIMS.
• Flattering feedback entails exaggerating and ambiguous praise for an employee, which may cause distrust or even mistrust on the employee’s behalf.
• Provocative feedback employs broad, generic criticism that may leave employees unsure on how to improve their performance.
Assignments
As a manager do you effectively use feedback frameworks such as S.W.O.T?
As a manager can you recollect few important feedbacks and assessment done? Are their balanced and produced positive outcome to your corresponding employee?
As a manager can you recollect few important feedbacks and classify them either as Motivating/Corrective/Flattering and Provocative?
| [Employee Name] | Strength | Weakness | Opportunities | Threats |
|---|---|---|---|---|
| Employees Self-Assessments-1 | ||||
| Employees Self-Assessments-2 | ||||
| Employees Self-Assessments-3 | ||||
| Managers Assessments-1 | ||||
| Managers Assessments-2 | ||||
| Managers Assessments-3 | ||||
Notes: @ Preferably atleast one observation in each category. Each Employee should be given sufficient time to write his/her assessment.
