Performance Appraisal Interview

I was able to interview Robert Brough. Robert oversees a team of programmers for Utah Communications Agency Network. This state organization makes sure public safety units have communication with each other (in a nutshell). I feel like this was a great learning opportunity for myself in better understanding how a manager operates their performance appraisal interviews. I found Robert to be pretty short in his answers but exact and concise as well. He talked a lot about how the main focus of his interviews is on employee reliability and their ability to complete their responsibilities with quality work and on schedule. He said that if results fall outside of those two parameters then he considers expectations not met. His exactness in this area surprised me. He demands near perfection with these employees and without it his assessment of their performance falters. I don’t necessarily think that is a bad thing, it is just surprising and a bit of a wake up call hearing it from a managerial position.

He also expressed that very little of his interview time is focused on employee’s needs. He sets expectations for his staff and expects those to be met. He also talked about how his interviews are standardized and lack personal individuality between them. I honestly learned a lot from talking to him on these points, but at the same time his answers were a bit disheartening. It made me wonder what sort of work environment he made for his employees. He did talk in detail about dedicating time of the interview to ensure that the company is doing all it can to help assist its employees in performing their jobs. This was nice to hear and I know I would appreciate that in the company I work for. He also expressed that he gives many warnings before taking disciplinary action against any employees. All in all, I came away from speaking to him with a wider understanding of how some managers operate. I feel that all work spaces and all leaders work in different ways. One way is not necessarily better than another. I personally found many things that I thought to be flaws in the way he manages, but at the same time that does not mean his team is not successful! This was a great learning opportunity to broaden this understanding in myself.