Amcor Flexibles Europe & Americas – Madison, WI
The Manufacturing Supervisor is responsible for supervising operations to ensure production is operating in a safe, efficient, and timely manner… CareerBuilder
Amcor Flexibles Europe & Americas – Shelbyville, KY
The Electrical Maintenance Technician installs, tests, repairs, and maintains electrical or electronic plant production machinery, support equipment… CareerBuilder
Amcor Flexibles Europe & Americas – Madison, WI
• Manage customer artwork and specifications as assigned; communicating with customers pertaining to printability issues i.e. color, registration and… CareerBuilder
Amcor Flexibles Europe & Americas – Commerce, CA
This position is a "hands on", "roll up your sleeves" experience that will improve/optimize process capability and production volume, while… CareerBuilder
US Packaging LLC – East Troy, WI
First Shift Equipment Maintenance Technician (East Troy, WI) US Packaging is seeking energetic and dedicated Maintenance Worker at its East Troy, WI… Job Board
Flexibility – Hardenberg
Dan komen we graag met je in gesprek. Functie-eisen Onderstaande zaken willen we graag terugzien op je CV: - Afgeronde relevante opleiding op… Banenmatch
Flexibility – Utrecht
- recent afgeronde HBO-opleiding; je hoeft geen werkervaring te hebben, wel de goede werkmentaliteit. - goede beheersing Nederlands en Engels in… Banenmatch
Flexibility – Amsterdam
- Doorbetaling bij feestdagen etc. Functie-eisen Een bevoegd docent… Banenmatch
Flexibility – Weesp
- Telefonische ondersteuning aan klanten, zowel technisch advies als prijsinformatie. - Je maakt aanbiedingen en zorgt voor de… Banenmatch
Haha.....Im only writing because it said to add words.
Honesty is not always the best policy when reviewing your manager for the simple reason that honesty only works in an environment of trust. The person reviewing your review will probably be an upper level manager or Director of some kind. Chain of command dictates that you probably don't work very closely with this person so you don't know what kind of person this is or what their true motives are. Does this upper level manager inherently trust you? They probably know very little of you as well. Secondly, will this manager see the review? They are usually not dumb and even if it is anonymous they are usually able to pretty accurately determine which of his subordinates wrote it, either by hidden clues or examples or by something as simple as writing style and various turns of phrase. Finally, what is the political situation of management at this company? This is very important because often you have to consider that a bad middle manager with long tenure sticks around usually for political reasons. If it is so widely know that this manager is awful then why else would they still be around? Perhaps they are poker buddies with an upper level manager or Director and your "honest" review winds up on his best friends lap? So ultimately, what do you gain by being honest about your manager? It is clear what you risk but what do you really gain? Your organization sounds averse to clearing out ineffective (by your definition) middle management and they are certainly already aware of his/hers weak soft skills. What is one more negative review going to do for anything to really change? Do you honestly believe they will try to remedy the situation? Very likely not. This is just one of many problems of being honest in any peer reviewed performance reviews, especially when subordinates are to review managers. As Joel Spolsky They do nothing but provide inaccurate performance metrics to management and they kill morale. If management actually decided to pay attention to their employees performance throughout the year and would sit down and talk with employees in frank and clear terms then they would get better feedback and everybody would do better overall. So no, it is not in your best interest to be honest, but at the same time you do not want to outright lie either. Just tell them select pieces of the truth that are neither flattering nor condemning.
Advice to Management
This is advice for workers not management.... I would like to reiterate based on my experience that it helps to know the relationship between your direct boss and your boss' boss. I worked for the great "packaging company" company which pioneered 'management by walking around'. It happened that my boss was very biased towards a particular group of people in my team, and unfortunately I fell into the group though I was neutral. The 'group' my manager was unhappy was eventually fired. I thought this is the end of it, until I knew that my boss was thinking me as the only person left in that tribe, but had ignored me just because of my technical competency, and my name was last in his hit list. Well, there was a 360 degree where my boss' boss asks me the feedback, and I had told him "everything" that happened in the last one year. Just after one week I was put into an "Improvement Plan", only then I came to know that it was my manager's boss who had the bias towards a particular group in my team, and its based on his decision the group members were fired :/ (Godfather movie style!) Final thoughts from my perspective: - It always helps to understand the relationship between your boss and boss's boss, and your assumption about the relation might also be wrong - Take risk, be brave and 'speak up' - Before all of the above, have a job ready If you are curious to know what happened, I did land in a job 5 months after the improvement plan, but that was the most stressful time of my life, and wished I had a quit on the day of the improvement plan.