Poor Employee Performance Feedback: Clinical Data Management Director

Does not ask relevant questions that are in line with knowing what the position and the company entails.

Arrives late for the interview process and looks disoriented in most cases.

Considers the potential impact of the company's objectives on both revenues and expenses in order to prioritize and reflect them in future budgets

Pays attention to the human resources required for the plan to succeed

Has a laid back management style that does not offer structure and form to the employees leading to inferior performance

Tends to disrupt the employee's progress in developing their careers

Turns small problems into big issues sometimes involving the entire staff

Is not properly informed of the supervisory legal roles and responsibilities

Obtains the required training and trains others to grow their prowess

Sets high challenging yet realistic goals that all employees can meet

Redesigns various company's departments in order to meet long-term objectives

Integrates complex and diverse data to create concepts that are entirely new but helpful to the company

Reads employees emails but does not notify them of the policy that allows their emails to be read

Documents the disciplinary actions but does not let employees sign them

Is not committed to lifelong learning; does not learn new skills and patterns that will help increase chances of success

Sets a goal without a reason and purpose thus loses focus easily

Sets unattainable goals and therefore gets frustrated when one keeps on missing the deadlines

Does not break down a complex goal into smaller, manageable goals thus feels overwhelmed with the idea of handling it

Constantly disrespectful to people with diverse cultural backgrounds and often alienates them

Possesses little knowledge about different cultures and hardly respects cultural values and beliefs of other people

Have you attended an interview and you had not prepared adequately? Explain how it went about?

Have you ever arrived at an interview late? How did you perform or what happened?

What are your long-term and short-term goals? What have you done to achieve them effectively?

What factors do you consider when selecting the right people for your strategic planning team?

Are you available to answer questions that need instant solutions?

Do you reward employees who are working hard reaching their goals all the time

Do you measure your performance as you gauge the performance of the employees?

Are you good at decision making and dealing with confrontation?

Do you consult the rest of the management before you make decisions?

Does the management count on you to deliver profitability in the business?

Describe a problem you were solving where you had to work with a concept that was abstract rather that tangible and concrete. What was the outcome?

Describe a time when you needed to develop and use a complex procedure in order to complete a task. What obstacles did you encounter when handling the task?

What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work

Is there a time you have persuaded your manager to accept an idea that you knew he/she would not like? What resistance did you meet and how did you overcome it?

Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way?

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake?

How often do you encourage others to appreciate and experience different ways of doing and seeing things?