Part 1: Evaluating Job Postings
Put yourself in the shoes of a manager that is hiring a salesperson for an entry-level sales position. For this assignment, search for a company that is hiring a new, entry level salesperson. If you do not want a sales job after graduation, feel free to find a job opening in your desired area and write ‘NA’ in the first section of the below table (Be sure and include the extra 3 items in the nonselling section though to make sure you work is as thorough as other students’.. so have a total of 6 items in that section.). You can use any search engine to find the job opening, just make sure the job opening has sufficient information to at least put the number of items each section.
People get hundreds of reviews, feedback, or communication about a variety of topics, with good things to say and bad things. However, most reviews are not helpful. Instead of wasting time writing reviews/giving feedback that won’t change anything, we need to write reviews that have the potential for impact. To do this, ask yourself the following questions to evaluate the reviews you wrote above. If your reviews do not meet these criteria, rewrite your reviews until they do. This assignment will be graded on how impactful your reviews are and how well they follow the below criteria.
1.If this review got back to the person it was about, could it damage the relationship between you and that person?
a.Never assume that the review will not get back to the original person in some form or another (office gossip?). Therefore, when writing items of concern, support them with proof and details.
2.Is there anything positive with the negative?
a.An HBR research study found that the most successful teams give 6 positive comments to every 1 negative If you only complain, it reflects more about the writer of the review rather than the person the comments are about, causing the message of the review to get lost.
3.Is there emotion in the review?
a.Reviews and feedback should not include emotions. Even if you do not like someone or something, does not mean they cannot be an asset to the firm or a strong message to be communicated. You are not asked about how you like that person, you are asked about how well they can get their job done. Emotions look unprofessional and reflect poorly on the writer (Especially at work.), thus, again, causing the message to get lost.
4.Do you support what you are saying with proof/support/examples?
a.Without proper support, the review will not be taken seriously. Focus on goals that were missed, for example, or even research from external (or even internal) sources. Always reference those sources for believability.
5.Is your review concise?
a.Instead of putting more words to get to your point, reevaluate what you are trying to say and only say that. Confusing reviews are more likely to get ignored.
6.Is it possible that your concern/complaint could come back to haunt you?
a.If there was something you could have done to assist, you could be seen as equally guilty, causing the review to come back to harm your career. For example, if you have a complaint, but there are articles readily available stating why your complaint isn’t founded, make sure you read those first, then write the review in a way that identifies anything extra missed (beyond what the external sources say). If you say things that external sources already state or even deny, your reputation and expertise will be in question and your message will be lost.
b.Further, if you feel there is something you could have done to help the employee being reviewed, mention that in the text to take the responsibility, but support where the person could have done better. This is very helpful to the reader because it will assist in identifying training for the person, etc.
7.Is the review constructive?