Boss Bitch by Nicole Lapin

Boss Bitch by Nicole Lapin

Author:Nicole Lapin
Language: eng
Format: epub
Publisher: The Crown Publishing Group
Published: 2017-03-20T16:00:00+00:00


Dos and Don’ts of Reviews

DON’T be phony baloney. Genuine praise can motivate a team to work harder; so can genuine criticism. If you are too fake-nice with an employee to avoid conflict, they just feel blindsided if they don’t get a raise or a promotion.

DO serve a compliment sandwich. Here’s my recipe: I start with a compliment and end with a compliment. In between, I insert the zinger, i.e., what I think they need to improve on. It’s not phony to compliment someone whom you are also constructively criticizing—as long as the compliment is true. (And yes, you can find good in even the worst employees.) A constructive way to motivate the improvement of the bad behavior is to relay optimism and respect.

DON’T read from a script. Rattling off letter or number grades makes for not only a boring review but employee confusion, too, as they are left wondering what the hell you really meant.

DO have a conversation. A real one. If you use number ratings, make sure to explain what they mean to each individual employee. Translate the scores into discussion about their strengths and weaknesses, with suggestions on how to improve them. This leaves them with clear direction about how to use that information to be a better employee.

DON’T leave things open-ended. The main reason for a review is to give marching orders for how someone who works for you can do better, right? So, what are those marching orders? If you aren’t specific about what you want them to do, you are setting them up to fail.

DO set goals. Setting specific thirty-, sixty-, and ninety-day goals and then documenting them together will give you and the employee a road map for what’s to come, with accountability for not getting there or veering off course.



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