At 04:31 PM 11/28/98 +0800, you wrote:
>Recently his superior did the
>normal probation report and suggested to him a few improvments. They are:
>
>1. improve PR ie. more communication with those who requested the service,
>the other professionals.
>2. improve the team work within the dept.
>3. make more suggestion for dept. to improve the efficiency.
>
>My friend was wholeheartedly agreed to improve the above but then the bomb
>dropped. His superior would not recommend a confirmation and asked for a
>extended probation for another six months.
>
>I think that the above excuses are very flimsy to not confirming an
>employee who se main duty is to provide professional services to customer.
Jerry -- I agree that these are "flimsy" at best. First, these are
outcomes that are desired, while a current assessment is not noted (at
least in your e-mail). Second, it is not clear what role your friend has
had in creating the situation (whatever it is) as it stands, as well as
what role he has in reaching the desired outcome. The key to whether or
not they can stand up as reasons is whether or not the manager can ascribe
SPECIFIC BEHAVIORS that your friend has done that have contributed to the
current reality and define SPECIFIC BEHAVIORS, ACTIONS, ACTIVITIES, and
OUTCOMES to occur in the next six months. Your friend can even define
what these may be, with by-whens, and have his manager sign off on them;
then they have an agreement about what will happen and/or be different in
the coming months. Good luck to him!
--Genna Southworth <genna@darex.com>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>