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1:1 manager

German translation: Gleichberechtige Manager/Partner

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13:38 Feb 7, 2009
English to German translations [PRO]
Bus/Financial - Human Resources / Leistungsbewertung
English term or phrase: 1:1 manager
Aus einer PPP über das System der Leistungsbewertung eines Unternehmens. Das Leistungsbewertungsformular wird nach der Besprechung mit dem Mitarbeiter vom direkten Vorgesetzten abgezeichnet und...

"1:1 Approval
Direct Manager updates and rates performance appraisal and routes to 1:1 manager for approval..."

VDIV
LegalTrans D
Turkey
German translation:Gleichberechtige Manager/Partner
Explanation:
Sounds ok if one manager appraises the info and passes it on to a colleague at the same level for approval.
Selected response from:

Spud Murphy
Germany
Local time: 10:37
Grading comment
Danke, Spud. Danke auch an Ralf für den Hinweis.
4 KudoZ points were awarded for this answer

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Summary of answers provided
3 +2Gleichberechtige Manager/Partner
Spud Murphy
Summary of reference entries provided
privat?
Kim Metzger

Discussion entries: 4





  

Answers


2 hrs   confidence: Answerer confidence 3/5Answerer confidence 3/5 peer agreement (net): +2
Gleichberechtige Manager/Partner


Explanation:
Sounds ok if one manager appraises the info and passes it on to a colleague at the same level for approval.

Spud Murphy
Germany
Local time: 10:37
Native speaker of: Native in EnglishEnglish
PRO pts in category: 8
Grading comment
Danke, Spud. Danke auch an Ralf für den Hinweis.

Peer comments on this answer (and responses from the answerer)
agree  Rolf Kern: Die Erklärung stimmt wohl, nicht der Begriff. Ich würde gleichrangiger Manager oder Vorgesetzter schreiben. // No, my interpretation was that 1:1 = peer, same level.
1 hr
  -> Thanks Rolf, is Vorgesetzer ( Superior) the same as a 1:1 ?

agree  Inge Meinzer
1 hr
  -> Thanks, Inge
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Reference comments


2 hrs
Reference: privat?

Reference information:
Performance appraisal is on the up and up. It used to represent the one time of the year when getting on with the work was put on hold while enormous quantities of management-hours were spent in the earnest ritual of rating and ranking individual performance.

Now the practice is even more frequent. It is not unusual to find appraisals being conducted twice a year, monthly or in some cases even weekly. In the incessant drive to re-invent the appraisal it is now known in many organisations as the 'one-to-one'.

http://www.systemsthinking.co.uk/6-14.asp

Tailor feedback to the needs of the individual worker
• Adjust the frequency and depth of feedback to the individual – some people may need more
feedback than others, depending on their experience and self-awareness31
• Provide individual feedback privately (i.e., one-to-one), and group or team feedback publicly (i.e.,
with all team members present).

When managed carefully, team appraisals have the potential to enhance team pride, sense of
ownership and cohesion.13 However, receiving performance feedback from team members can be a
sensitive issue for some workers. It is recommended that appraisals of individuals’ contribution to the
team is provided:33
• By the team leader or manager
• In private one-to-one feedback sessions
• With an emphasis on constructive, positive feedback
• Anonymously (i.e., team members’ comments are provided anonymously).

http://www.nceta.flinders.edu.au/pdf/TIPS/08-Perf_Appraisal....

Kim Metzger
Mexico
Specializes in field
Native speaker of: Native in EnglishEnglish
PRO pts in category: 37
Note to reference poster
Asker: Danke, Kim! Das hilft weiter.

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