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Excerpts
from Cracking the Corporate Code
Kim
Green
took advantage of her first evaluation to speak up for herself.
"I didn't know any rules for handling an evaluation, but I
sensed my boss wasn't comfortable with me. I filled out my self-evaluation,
wondering, 'Have I done this the way it's supposed to be done?'
She started by telling me, 'You did pretty well, and your self-evaluation
was accurate.'
"Then
the real dialogue began. She said, 'Well, obviously I can't give
you all "outstanding" marks because you're still a trainee.'
I let her go through her whole spiel, but I was thinking inside.
'This is not right. This makes no sense.' I'm steaming on the inside,
but I'm trying to be the cool trainee while I figure out what to
do.
"At the
end she said, 'Now, do you have any questions?' Very calmly I said,
'I have a lot of questions.' I went through each evaluation category
very analytically and requested examples of where I was not up to
par, and by that I mean 'good' as opposed to 'outstanding.' Is it
servicing? Interpersonal skills? Working with others? Risk assessment?
Financial analysis? Presentation skills? Her evaluation stated,
'People like Kim very much, but sometimes she seems too professional.'
I asked her to define 'too professionalı for me. The only example
she gave was, 'When we all met after work at a bar, you ordered
a Diet Coke. You wouldn't drink a beer.' I said, 'To the best of
my knowledge, that get-together was about networking, not about
what beverage you drink, and I was networking.' She said she would
take my feedback into consideration. To make a long story short,
she changed everything and gave me the scores I deserved-'outstanding.'
The embarrassing part of this scenario was that the home office
had a very high opinion of her, so now I had to deal with that issue."
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