I just returned from the grocery store, one that I frequent nearly every week. This is what I overhead as my groceries were being rung up and bagged today:
Supervisor (to cashier): “When you’re done ringing her up, meet me upstairs for your evaluation.”
Cashier: “OK.” Supervisor walks away.
Cashier (to bagger): “Oh, man. . . I HATE evaluation time. What if she was like, “You’re fired. Can you IMAGINE?”
Bagger: “Yeah, I had my eval yesterday. I’m here 20 minutes early every day and still, all I get is a ‘4’. I said, you should give me a ‘5’ on that one and she goes, ‘nobody gets a 5’. . .”
On and on it went, throughout the entire check out process. The cashier was very efficient and courteous. So was the bagger, who recognizes and greets me every time she sees me. But all I could think was, “Wow, are they really discussing their performance reviews right here on the floor while they interact with a customer?”
Now, maybe I’m overly interested in that particular topic, given that I’ve been on all sides of the performance review equation: HR Generalist, Supervisor and Employee. Maybe, say, an engineer, would have given no thought whatsoever to the conversation unfolding in front of her. But maybe not.
For those of you involved in HR administration or in any part of ensuring your company’s customer experience, take heed. Your employees are bringing your performance review process right onto the dance floor. Talk about transparency.