Feedback mail for Individuals:

Ann Fisher
7 Creedon Street

HOTHAM HILL

Victoria

3051

(03) 8596 4745

12th July 2019.

Frida Daniel,

30 Minchinbury Tce,

 Marion, SA 5043

(08) 8277 4094

Sub: Appreciation for Potential Performance

Dear Ms. Daniel,

Frida, on the behalf of the team and the management, it is my pleasure to let you know that the performance that you have shown in the past one month, is worth mentioning. Since, the current evaluation is done on the monthly basis, as per the new organizational policies, you may feel acknowledged to know that all the productivity and the conducts that you have shown, in the past one month, have been noted and scrutinized by the directorate and they are much happy with your style of work, and the contribution that you have made in the productivity of the organizational as a whole. Also, I would like to let you know that your team members, and as your supervisor, I as well are much happy, with your team performance and your behavioral conducts within the organization.  

The directorate and the stakeholders have also liked your approach towards work. The zeal and passion and taking up the challenging works, that you have shown over the time are notable and praise worthy.

Therefore, we would like to express our gratitude to you, for your work well done. Everyone in the management wants for you to maintain the same and keep inspiring others of the team.

Sincerely,

Ann Fisher,

Manager,

Cook Enterprise.

Individual Performance Review

Employee Name:

Employee Number:

Rating categories:Exceptional PerformanceExceeds ExpectationsFully Meets ExpectationsPartially meets Expectations Does Not Meets Expectations

 Job Title:

Work Quality: Exceeds Expectations

Productivity: Exceptional Performance

Communication: Exceeds Expectations

Teamwork/ Flexibility: Fully Meets Expectations

Innovation: Fully Meets Expectations

Problem Solving: Fully Meets Expectations

Supervisory Abilities: Exceeds Expectations

Summary of Employee Performance: The candidate is very potential and understand the organizational conducts in proper manner and also understands the things to do in order to increase the productivity of the team. However, the employee can work upon more on his problem solving attitudes and skills, though the abilities that the employee shows, are completely considerable and falls in the alignment of the organizational conducts.

Overall Rating: Exceeds Expectations

Employee Name:

Employee Number:

Rating categories:Exceptional PerformanceExceeds ExpectationsFully Meets ExpectationsPartially meets Expectations Does Not Meets Expectations

 Job Title:

Work Quality: Exceeds Expectations

Productivity: Exceptional Performance

Communication: Exceeds Expectations

Teamwork/ Flexibility: Fully Meets Expectations

Innovation: Fully Meets Expectations

Problem Solving: Fully Meets Expectations

Supervisory Abilities: Exceeds Expectations

Summary of Employee Performance: The candidate is very potential and understand the organizational conducts in proper manner and also understands the things to do in order to increase the productivity of the team. However, the employee can work upon more on his problem solving attitudes and skills, though the abilities that the employee shows, are completely considerable and falls in the alignment of the organizational conducts.

Overall Rating: Exceeds Expectations

Team Consultation:

While consulting about the team purposes and roles to get the overview of the understanding of the orientation of the employees, the followings were understood.

Team Purpose:

As per the employees, the followings are the team purposes,

• Increased productivity.
• More specified goals.
• Increased team cohesion.
• Maintaining the frame.

Roles within the Team:

In the team consultation, the employees also had talked about the roles, that must be taken, and these are,

• The team has to be functioning properly.
• A problem solving skill will be developed.
• Conflict management of team will be checked.
• The employees will be divided with different sets of responsibilities, understanding their areas of efficiency.

Responsibilities and Accountabilities:

Upon the consultation, it is understood that the accountabilities that must be kept are,

• Clear Expectations from the members of the team.
• Clarifying the expectations of the employees as well as the supervisor.
• The communication system of the team should be maintained and it must be aligned with the organizational goals and with the goals of the team (Schoorman, Mayer & Davis, 2016).
• The team cohesion should be maintained and the supervisors must see that the week employees are properly guided.

The team should also remember that for any kind of consequences the team must take the responsibilities.

The team responsibilities are,

• Retaining personal position.
• Understanding the roles and responsibilities.
• Practicing and maintaining commitments.
• Responding to all the team situations.
• Practicing innovation and revocability.

Link between the Performance Plan and Organizational Goal, and Objectives:

In the team consultation, it was understood that there is a relation or alignment between the three elements, performance plan, organizational goals and organizational objectives. The organizational goals and objectives are intricately related, as it is the organizational objectives, upon which the organizational goals are dependent upon (Alexander, & Van, 2014). The goals will be as per the objectives are taken and the goals of the organization will be to fulfill the objectives of the organization. Therefore, the performance of the team will be dependent upon the objectives of the team, and it will be planned in a way so that the organizational objectives are met properly.

References:

Alexander, L., & Van Knippenberg, D. (2014). Teams in pursuit of radical innovation: A goal orientation perspective. Academy of Management Review, 39(4), 423-438.

Schoorman, F. D., Mayer, R. C., & Davis, J. H. (2016). Perspective: Empowerment in veterinary clinics: the role of trust in delegation. Journal of Trust Research, 6(1), 91-95.

As per the team consultation, the rules and procedures that are to be established in order to make the employees take the responsibilities are,

• Adhere the organizational rules, policies and procedures.
• Maintaining a code of conduct or behavior within the organizational premise.
• Maintaining a cooperative atmosphere within the team.
• Making the employees participate in the PDR process.
• The employee are given vacation and sick policies.
• The employees are given heath care benefits (Noe et al., 2017).

References:

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

eedback mail for Individuals:

Ann Fisher
7 Creedon Street

HOTHAM HILL

Victoria

3051

(03) 8596 4745

12th July 2019.

Frida Daniel,

30 Minchinbury Tce,

 Marion, SA 5043

(08) 8277 4094

Sub: Appreciation for Potential Performance

Dear Ms. Daniel,

Frida, on the behalf of the team and the management, it is my pleasure to let you know that the performance that you have shown in the past one month, is worth mentioning. Since, the current evaluation is done on the monthly basis, as per the new organizational policies, you may feel acknowledged to know that all the productivity and the conducts that you have shown, in the past one month, have been noted and scrutinized by the directorate and they are much happy with your style of work, and the contribution that you have made in the productivity of the organizational as a whole. Also, I would like to let you know that your team members, and as your supervisor, I as well are much happy, with your team performance and your behavioral conducts within the organization.  

The directorate and the stakeholders have also liked your approach towards work. The zeal and passion and taking up the challenging works, that you have shown over the time are notable and praise worthy.

Therefore, we would like to express our gratitude to you, for your work well done. Everyone in the management wants for you to maintain the same and keep inspiring others of the team.

Sincerely,

Ann Fisher,

Manager,

Cook Enterprise.

Individual Performance Review

Employee Name:

Employee Number:

Rating categories:Exceptional PerformanceExceeds ExpectationsFully Meets ExpectationsPartially meets Expectations Does Not Meets Expectations

 Job Title:

Work Quality: Exceeds Expectations

Productivity: Exceptional Performance

Communication: Exceeds Expectations

Teamwork/ Flexibility: Fully Meets Expectations

Innovation: Fully Meets Expectations

Problem Solving: Fully Meets Expectations

Supervisory Abilities: Exceeds Expectations

Summary of Employee Performance: The candidate is very potential and understand the organizational conducts in proper manner and also understands the things to do in order to increase the productivity of the team. However, the employee can work upon more on his problem solving attitudes and skills, though the abilities that the employee shows, are completely considerable and falls in the alignment of the organizational conducts.

Overall Rating: Exceeds Expectations

Processes to resolute the organizational Conflicts and Issues:

• Firstly, the supervisor has to develop an idea that what are the actual issues of disagreement. There must be clarification made regarding the organizational issue and conflicts.
• There must be a common goal for all the employees working, and it must be ensured, that the employees have a clear idea of the goal.
• The supervisor must discuss and involve a conversation regarding the ways to meet the common goal, and all the perceptions of every employees must be considered and heard (Spaho, 2013).
• Upon conversation, the barriers, that may posit while trying to achieve the goals must also be analyzed, and proper analysis must be made in order to understand how these barriers can be resolved.
• Considering one particular and best solution to resolve the issues and the clarifying the solution with everyone, to understand that everyone is considering and acknowledging the same problem solving process (Khan et al., 2015).

References:

Khan, M. L., Langove, N., Shah, F. A., & Javid, M. U. (2015). The Modes of Conflicts and Managerial Leadership Styles of Managers. Global Business & Management Research, 7(2).

Spaho, K. (2013). Organizational communication and conflict management. Management-Journal of Contemporary Management Issues, 18(1), 103-118.

In order to become a good supervisor and a role model to the employees of the organization the candidate must exercise the followings,

• Learn and understand each employees.
• Making time for each of the employees and involve a one- on- one conversation.
• Building and earning trust of the employees.
• Presenting a positive attitude and having a good communication system with all the employees.
• Practicing integrity within the team.
• Offering support and providing continuous encouragement.
• Leading and inspiring the employees, in a way, so that they feel the urge to learn from the candidate (Cascio, 2015).

References:

Cascio, W. F. (2015). Managing human resources. McGraw-Hill.

The effective issues and the problems that act as barriers for better performance of the employees, as identified are,

• Ambiguity in the roles.
• Presence of poor communication system in the work place or within the team.
• Inconsistent policy implementation, with not considering the employees.
• Poor team consensus and team cohesion.
• Multitasking by the employees (Zhao et al., 2013).

References:

Zhao, L., Huo, B., Sun, L., & Zhao, X. (2013). The impact of supply chain risk on supply chain integration and company performance: a global investigation. Supply Chain Management: An International Journal, 18(2), 115-131.

Invitation for Minute Meeting

Dear Mr. Taylor,

As per the production report of last month, I have noticed that there are some areas where the tea, has performed exceptionally, at the same time, there are certain areas, which need more focused attention. I am sure, that you have also been through the production report. Therefore, as per the future production of the team and the organization as well, I cordially invite you to join the upcoming minute meeting, set on next Friday. The directors, and the senior managers, will as well be present. Your presence is an utmost expectation.

Sincerely,

Ann Fisher,

Manager,

Cook Enterprise.

E-mail Regarding Setting the Agendas

Wells J

(03) 5821 2218

67 Edward St, Shepparton, VIC 3630  

Sub: Planning Agendas

Dear Mr. Wells,

As per the production report of last month, the managerial department of the organization are of the opinion, that there must be certain changes in the organizational agendas, in order to ensure increased productivity.

Therefore, on behalf of the management department, I would like to inform you that we have arranged a small meeting at our Coral Cove branch, on 19^th of July, and your presence is much expected.

Sincerely,

Ann Fisher,

Manager,

Cook Enterprise.

Email for Discussing the Policies

Harney A

 (02) 9949 4071

45 Bangaroo St, North Balgowlah, NSW 2093

Sub: Discussion Regarding the Policies

Dear Ms. Harney,

It is to notify you that there was seen to be a recent outbreak of anger and disagreement upon the recently implemented rules and procedures regarding the work place management. There was a chaotic situation and the employees have shown enough disagreement on certain aspects of the policies. The management has already tried to talk and discuss with them, and upon the consultation, it is understood that certain claims that they are making are true and correct. Therefore, the management has decided to make further changes in the rules, and your presence and insights, for that is imperative and much expected.

Sincerely.

Ann Fisher,

Manager,

Cook Enterprise.