Last week I wrapped up my leader performance/growth reviews. I had some great conversations with my leaders, and in addition to discussing their growth, I thoroughly appreciate their feedback on where they see opportunity for me to grow.
One of the questions I ask each of my leaders to answer about me is, “What three areas do you feel I should improve on?”
The topic of defensiveness came from one of my key leaders in response to this question. She said that I needed to do better at listening and not being so defensive. Well, I have to admit that my first thought was, “Defensive?! How am I defensive???” Haha. Just kidding! I really tried hard to shut up and listen. (more…)
L ast week we discussed our top 6 picks for performance review mishaps that leaders fall into when giving performance reviews. While leaders are responsible for making the review experience productive, I have seen and personally experienced frustrations with companies who have institutionalized the review process. When this happens the process becomes political and handcuffs the development and honest feedback experience. (more…)
Like many of you, I’ve been conducting performance reviews these past few months, while many leaders dislike this process, I have to admit it is extremely fulfilling for me. I am passionate about helping other leaders see the fun in performance reviews. This is the first of two posts on the subject. Today, let’s look at my top six picks for performance review mishaps. (more…)
I realize that what I’m about to say may have you thinking, “Sasser needs to seek immediate professional psychiatric help.” But today I’m going to own up to it and discuss it.
My name is Linda, and I love performance reviews!
I’m sure your first question is, “Why in the world do you like performance reviews so much?”
Well, there are several reasons, but it can probably be summed up in fact that I’ve changed the meaning, mindset, and objective to what performance reviews mean to me and my teammates.
In my performance reviews (PR), I work to get back to the authentic purpose of doing them. I think some company leaders have institutionalized this process to the point that it no longer brings value to the supervisor or the employee. It’s seen as a task that takes up time. It’s used as a way to “document” poor behavior or to “justify” a pay raise. Well, I see it differently. (more…)