I have a temp contractual position and am close to my first month. At the end of the first month, is it appropriate to ask your supervisor to critique job performance and/or as the question how to better my job performance?
I concur with all the answers above to include also asking your team mates how you are doing on a regular basis. Mention to them that you have additional skills and can help them out on your own time, when they are on overload, if they can cross train you. By sharing with them how much you like being in their team, and are interested in full time salary, you will not only gain additional skills to provide added value to the company, but they will root for you in group meetings and to their supervisors. It takes a village...
Hi Patrick, I concur with the fine responses you've received. It is absolutely fine to ask for feedback and guidance, it shows you have a true desire to perform well and that you are open to suggestions to improve and become more effective. The more you treat a contract job as a permanent position, the better chance you'll have a positive experience and perhaps be offered a full time position. Thank you for your service.
Absolutely. Since you are approaching your manager for the meeting it would be important for you to guide the meeting with questions. However keep the atmosphere of the meeting as relaxed and informal as possible. It's critical to always present a positive attitude at such a meeting.
1. Start by asking your manager how you did on some particular project or task you haven't already gotten feedback on in which YOU think you did well. Does his response mirror your feelings?
2. Then ask your manager how you you did on some particular project or task you haven't already gotten feedback on in which you think you could have done better. Does his response mirror your feelings? You might suggest that "In retrospect, I should have done it this way instead of that way". That will show you are willing to "self critique" and open to his suggestions.
Pay close attention, not just to the answer, but HOW your manager responds to the questions. Is your manager relaxed or looking somewhat uncomfortable?
3. At the end of the meeting suggest another meeting to be held in 30-60 days, as appropriate.
My manager meets with me monthly to discuss the status of previously established tasks or goals. Completed goals are checked off and evaluated. New goals are added. The meetings are relaxed and casual.
Asking for performance feedbak in a new job (contract or permanent) is always a great idea. There are many variables that will impact the reponse but most should be positive. A strong manager will appreciate this request and the opening to both reinforce positive contributions and suggest ways to further improve.
It is an opportunity to be recognized and start to engage your manager in your professional development.
Spending time to provide constructive feedback is one of the most overlooked and sometimes most difficult task for managers. Look for opportunities to make it easy. Ideally, feedback should be part of the normal work process when discussing assignments or reviewing project milestones. This will also help you to test his/her willingness to expand into other areas of performance feedback.
Remember it's often better to hear negative feedback so you know areas to improve. The added benefit is that your manager should recognize efforts to adjust and this can create a dialogue for expanding development conversations.
Go for it!
It is always ok to ask. Rather than assume that your job performance needs to be improved, I would merely ask if he/she would be willing to meet and give you some feedback on how you are doing so far. If the supervisor says yes, make sure that when you meet you have some open ended questions. For example:
1. How would evaluate the work I have done so far?
2. What specific items would like to see accomplished in the next 30-60 days?
3. Do you have any concerns about what you have seen so far?
Thank you all for all of your responses. I have talked to my immediate supervisor and he even laughed when I asked how I was doing. He told me: "You have nothing to worry about. Just keep doing what you're already doing and everything will be fine." Guess no contract temp ever asked him that question.
I'm not trying to be funny, but if you are still working you must be working well. The civilian world doesn't weigh performance evals like the military. My company uses temporary workers and trust me on this, if they don't work well they won't be there for long. Now when we have an exceptional temp worker, we consider employing them full time. You will have contractual obligations as to how long you can work a temp position before you are allowed to leave and work for that company. It is usually 6 months. Or your contract will let the employer "buy" your contract for x amount and that amount is always ridiculously high. Good Luck!
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