Ducks In A Row: Culture, Reviews And MAP
by Miki Saxon
As discussed last week accountability stems from the public nature of an action and one of the best ways to inject strong accountability into your organization is with a positive review function that your people might actually like!
Sound impossible? It’s not and over the next few weeks we’ll discuss how to make it happen.
The first thing that you need to understand is that there are two totally separate parts of the review process.
The visible part, the mechanics, is dictated by your company, but that’s all it is—mechanics; usually a timetable and a set of forms.
The important part is invisible and is bound by your MAP (mindset, attitude, philosophy™).
In other words, positive reviews are a function of how you choose to think about them.
Done correctly reviews are painless and even enjoyable for both parties.
Done incorrectly reviews are painful, embarrassing, discouraging, upsetting, frustrating or all of the above—for both parties.
The bottom line of reviews can be summed up in two words—no surprises.
Any time an employee is surprised by information during a review means that you aren’t doing your job as a manager.
You avoid surprises by understanding the philosophy behind the review process and how it should work and then allocating the time and effort to make it work.
How many times during or after your own annual review have you said out loud, or silently screamed in your head, “Why didn’t you tell me?”
How many times since you were promoted has one of your own people felt the same way?
Your comments—priceless
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Image credit: flickr
March 15th, 2009 at 4:42 am
[…] … What’s That? (Leadership associaes) -Does competition really motivate? (Slow Leadership) -Culture, Reviews And MAP (Miki Saxon) -Smart Decision Making – The Role of Results and Intuition in Modern Business (Zeger […]