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3 Comments

  1. Chaveso
    March 22, 2019 @ 7:14 pm

    Feedback “up” is absolutely the most difficult to do. Most completely shy away (or in some instances, cower) from it.

    It doesn’t help that many leaders misbelieve that military hierarchy dictates that loyalty trumps feedback from followers/subordinates.

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    • jbowen100
      March 25, 2019 @ 6:35 pm

      Chevy, absolutely. Leaders must be part of that feedback loop, willing to receive it. Position or loyalty should not create a sense of entitlement or being off limits.
      Further, the quality of the feedback loops STARTS with leaders role-modeling and setting the example.
      Thanks for sharing, brother.

      Reply

  2. Valerie A. Hale
    April 2, 2019 @ 1:09 pm

    The elite private college I work for has outsourced the “performance evaluation”/standardized self-evaluation followed with supervisor review and comments… It is becoming a mandatory, facilitated, documented interactive between employees and supervisors. As employees, we are learning to document all the tasks that are necessary to complete an assignment, to identify major accomplishments, document all the online trainings or webinars we utilize to invest in our skills and to identify barriers to our efficiency in completing tasks. We are tasked to provide possible solutions to any impediments to efficiency or open tasks that are time sinks.These solutions must appear juxtaposed or presented as “solutions” rather than barriers or negatives in dealing with our managers.

    As team players we are practicing the use of upspeak and language/syntax that keeps the conversation positive. Our supervisors are not rewarded for reporting “problems”. They are rewarded for solving them.
    As we say in the lab “If you are not part of the solution, you are part of the precipitate”.

    Reply

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