hey guys II see RG here today we're gonna be talking about questions
managers like to ask when doing their performance reviews hey guys ECR G here
today we're gonna be talking about questions managers like to ask when
conducting performance reviews now for a lot of you people that watch my channel
you guys are new to the working world you might be new to clinical research or
just any type of environment and usually every year maybe sometimes twice a year
or depending there could be what's called a performance review or really a
time to get feedback on your performance over the course of the year and every
company does this in one way or another and of course this happened in clinical
research all the same so this is something that you know you're not to
freak out about this is often a good time where you get feedback on your
performance both positive and negative and this is a time where you were really
able to get better at your job and you know oftentimes after this time this is
when raises or bonuses are divvied out based on who performs well based on the
feedback from their peers so what typically happened is everyone that
you've worked with over the course of that year or that period that they're
giving the performance for given the performance review for your manager your
line manager will reach out to everyone you've worked with and just want some
feedback on your performance so this is an opportunity for your two team members
or people you've worked with to say a lot of positive things about you but
also say some things that you can work on and this is really good like I said
before this is a time for you to learn what you're good at and learn what
you're bad if they say the same if a lot of people are saying the same things and
you can probably pretty much say that's something you either need to work on or
something you need to double and triple down on because you're really good at it
so what I wanted to do really what this video was just talk about how different
managers will gain that feedback and some of the things they may ask about
and it's gonna be different based on your position in the company
so each manager does it differently which I found some companies may have a
template some company will allow the managers to you know get the information
how they see fit and there's no really right or wrong way the pros of the
template is everyone is gonna you know there's gonna be a more standardized
scale to evaluate people but if people do it their own way they you know they
will be able to measure people against the people that report them report to
them and they may have a more effective way to gather this feedback than the
standard template so you know managers do it all different types of ways and it
depends on your role what they ask more of like the project managers or like
people that manage people this would be way different than somebody who's at the
bottom and entry level position and each put each role is gonna have different
skill sets needed to be successful in that role so these questions can be
dramatically different but a lot of them do have the same things same kind of
concepts in there so we're gonna go over a few of them today a lot of managers
will ask about your ability to work in a team
this is huge everything is team-based now it's very rare that you're gonna be
working isolated unless you're like a computer programmer or something and
you're gonna be working isolated all by yourself especially in clinical research
it's all team-based so teamwork is huge it's one of the most important things
and if you're bad at this you're gonna be bad at clinical research and I would
work on this and correct this immediately because this is one of the
most important things and I'm not joking when I say that so that's pretty much
unanimous a lot of times we're gonna talk about you know your proactiveness
are you are you able to you know pick up on something and you realize something
needs to be done and you're gonna step up to the plate and do it on your own
they're gonna talk about your the quality of your work
they're gonna talk about you know basically euro like how are you working
with other people so so that's one of the things you know there's multiple
ways that they can do this they can either just list it out list those
things that I mentioned before out and have you write it underneath what you
think about it what you think about that person or there's another way too other
ways that's the qualitative approach then they can also do the same thing
provide a little bit more details on what they're looking for so for manager
they may ask you know how are they managing employee resources how are they
managing you know the budgets of the department you know how are they
managing and mentoring people so that would be what they put under the manager
but another way they could do this is they could have a qualitative feedback
I mean quantitative feedback my bad quantitative that was qualitative
quantitative feedback and that would be in this form of like a chart or
something like rate this person on a scale of one to five rate this personal
scale of one to ten then have all those competencies in there on how you agree
or disagree with that so each each company's going to do this differently
that's one way that people get feedback another way they do it is they will have
you rate yourself and then see the overlap so that's good to see maybe you
think you're really good at one thing but everyone else says you suck at it so
you know how does how does that really work out how do you negotiate that so
that's important but other than that that's typically how feedback is done
now what they'll do with that feedback could be different
they usually like to keep it on file the manager will write a little summary
report and keep it in your file at the company in their folder at your
company then they'll either read that and see if the year up for a promotion
or any type of bonus based on your performance so that's why it's important
guys to really keep in mind and and save all the positive feedback you get
throughout the year so that when you go through
and provides self feedback you're able to cite specific examples and really
build a strong case for yourself in order to get that promotion so just
wanted to talk to you guys about that today we're gonna do a video here on
what you say back when people ask you for feedback so that should be
interesting and that's it for today's video guys as always email us at elite
clinical group at gmail.com comment down below what you guys think about
providing feedback do you like providing feedback on their people or do you hate
it comment that down below in the comments as always share this video
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