While talking some inherent skills like that of communication and proper body language become transparent. Some common questions related to sales activities might make the understanding stronger.
The career management process should be continuous and new goals should be set as soon as the previous ones have been achieved. (Career management 2002) This is achieved only through a periodic feedback process after assessment. The performance evaluation might be done according to the performance appraisal form given above. This will lead to an appraisal/ reprisal according to the assessment. After the feedback sheet is sent through email to every employee a group meeting will be called. In general all the common weaknesses and areas of improvements in order to gains stability should be discussed. If some team member has surpassed expectations then he or she should be presented as a role model before others.
After this session a one-to-one session will be held where every employee will be given a chance to speak about their problems and even grudges against the mangers or their immediate seniors. Any psychological issue, which is hindering them from improvement, should also be dealt with and explained as much as possible. Individual weaknesses should be pointed out and if anyone has done miserably he or she should be warned. However the employees will be given a chance here to even challenge any assessment made under any of the categories. Examples need to be cited by them to prove their point. In case they are uncomfortable to pick such issues in face-to-face conversation, they might even send an email. After all these contradictions are dealt with, a final evaluation sheet is sent to them base don which the appraisal takes place. Identification of one’s strength and weaknesses is a major part of career management and the feedback system enforces