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One on one and Annual performance review

You better ensure you can answer questions like “what could I have done different this year to get a higher rating? What can I do next year to get a better rating?” If you can’t answer these types questions then you have failed the employee you are doing the review with.

Leaders, what do you see?

What do you see when you look in the mirror? Do you see what others see? Or do you only see what you want to see? Answer that question honestly. Most of us only want to see what we think we see. Why? Because it can sometimes be painful to truly see what others see.

The other day I was on an executive leadership coaching session. During the call the leader asked me how he could fill others buckets (the act of appreciating, recognizing and rewarding employees) when his was so empty? This is a great question.