The week before last, I asked readers about the qualities they value in their principals, aka bosses. Your responses affirmed the importance of being provided feedback – on a regular basis, and in a balanced manner. People can work with critiques and suggestions for growth, but they can truly thrive when constructive criticism is balanced with positive reinforcement about what an employee does well.
I know of many assistants who receive balanced feedback on a regular basis. Sadly, I also know of some who say they can count on one hand the number of times they’ve received positive reinforcement or kudos from their respective executives over the course of a year. One can only imagine how long those working relationships will (likely not!) last.
Beyond providing feedback (informal or formal) in a timely manner, good employers also engage employees in a routine performance management (or evaluation) cycle. This marks the third consecutive year I’ve brought you a Weekend Poll focused on performance management, which should be routine.
Do you set goals that are measurable? Evaluations and performance reviews will ideally reflect just one element of a cycle that includes performance planning and establishment of goals that can be measured. Then there’s the actual delivery of feedback. Do you need to psych yourself up for the meetings at which results are delivered, or is this part of a routine process in which you’re unlikely to hear any surprises?
This leads us, then, to my third annual Weekend Poll on the topic:
Are performance plans and reviews part of your professional life?
Please take a couple of minutes to complete the poll below. As always, I look forward to hearing what you have to say and will publish (year over year) results on Tuesday.