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Annual Review of Jim

Student’s Name

University

Course

Professor

Date
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Summary of The Conversation with Jim

It took me approximately one hour to converse with Jim on his issue of job lateness and

its effects on the company's productivity. Jim, too seemed concerned and disturbed since he was

also aware that that would be an issue I would raise in his annual review report. According to

him, managing time had been an issue lately due to the breakdown of his motorbike that he

previously used to come with at work. He has therefore been used to use the bus that has been so

inconvenient. However, he promised to be using his lunch hour break to complete his

assignments to prevent his job lateness from affecting the production sector and the company's

progress.

In addition, Jim expressed his concern about the increased responsibilities since the leave

of his senior; this would have probably been among the issues leading to a negative effect on

productivity despite his lateness. He has too much-piled work for him, which he finds difficult to

complete on time. He has recently been using an earlier bus from his conversation to help him

get to work early. He has also repaired his motorbike and will begin using it instead of the bus.

Finally, he has significantly regretted the effect of his lateness on job productivity. He expresses

his desire to watch the company grow as he also improves his skills.

Addressing Jim’s Performance Issues

Job lateness is an issue in most companies and requires high communication

effectiveness and strategies from the company to ensure compliance with the contracted working

hours. Work efficiency and productivity are affected significantly when the late employee does

not cover up for the lost time (Dwyer & Ganster,1991). In this case, Jim seems to have changed

from his early attendance, raising concern to the management since productivity has been
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affected. Jim can be motivated politely and positively despite his annoying, lateness nature at

work.

First, the manager can sit with Jim privately and inform him of his lateness at work

recently. Jim will have a platform to express his reasons, and possibly there can be ways they can

address or be given a chance to vary his schedule. If Jim's reason for his lateness is valid, the

manager can opt to withdraw lateness penalties and instead develop a favorable plan for Jim and

the company. Also, the manager can constantly remind Jim of the importance of punctuality at

work to avoid productivity. Besides, he can be given an option to extend his working hours to

replace the lost ones. In addition, the company can raise reward programs for punctual

employees and punishments for latecomers to motivate and discourage late job attendance.

Punctuality can be considered in the annual review schedule and requirements; this will also

motivate employees to observe punctuality.

On the other hand, the manager can assist Jim by avoiding lateness. He can insist on the

need to set the alarm early enough and sleeping early to have ample sleeping time. He can also

leave the working table with an assignment he must complete early; this will motivate him to

arrive on time.

Addressing Performance Issues

It is crucial and normal for most companies to conduct annual reviews n their employees.

The annual review helps make changes and analyze the characteristics, behavior, and attainment

of goals among the employees and business. In every business, some of the employees may fail

to meet the firm's objectives by missing their goals or not performing their duties to fulfillment.

Therefore, the managers can form a plan to help in the correction of errors and improvement
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before the following review. Every effective performance review should be objective and

transparent between the employee and managers. It should also be frequent to ensure errors and

corrections are made early.

Plan: First, the manager should be specific on the intended employee to be presented the

review; for example, Jim was the sole employee whom the manager intended to discuss with on

late attendance to work. Being specific on an employee helps in determining their motives,

discouragements, and ways to improve issues. Secondly, listening should be a skill in the plan. In

some cases, it might be challenging for the employee to make decisions solely; hence the

intervention of the manager can be helpful and implemental (Brooke & Price, 1989). Thirdly,

there is consideration of timelines and goal setting that will motivate an employee to achieve.

Evaluation of the set goals and objectives is then made in the following review. Fourthly,

reward improvements. After review and positive changes and improvements are noted in the

business due to an employee's hard work, they can be issued gifts to motivate them. However, a

plan of action can be made in case there are no improvements noticed in the company. The plan

of action acts as a warning to the employee. Finally, after several reviews and intervention with

the employee to a point the employee seems disinterested and no efforts of improvement, then

he/she can be allowed to leave the company. However, this can be a difficult step for the

business to undertake.
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References

Brooke Jr, P. P., & Price, J. L. (1989). The determinants of employee absenteeism: An empirical

test of a causal model. Journal of Occupational Psychology, 62(1), 1-19.

https://doi.org/10.1111/j.2044-8325.1989.tb00473.x

Dwyer, D. J., & Ganster, D. C. (1991). The effects of job demand and control on employee

attendance and satisfaction. Journal of Organizational Behavior, 12(7), 595-608.

https://doi.org/10.1002/job.4030120704