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Kneale Mann | People + Priority = Profit
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Showing posts with label review. Show all posts
Showing posts with label review. Show all posts
December 29, 2014
February 10, 2013
Your Leadership Review
Some companies engage in a form that is to be filled out by the employee prior to the meeting and then reviewed with their manager. The time spent on strengths is often paled by those items that require more attention or the weaknesses. If you ask most people, they would agree they should work on getting better at what they don't do well. But how often do we do what we can to find more time to do what we do well?
They Won't Wait
Your customers and your team don't wait for an annual appraisal form on your work. They make judgements all the time. But they often don't tell you if they're are unhappy. In some cases they just leave. Or worse, tell everyone about the experience.
So review your leadership strengths and decide whether you are waiting for the feedback or being proactive to ensure superior internal customer service, discussion of performance and strengths, while providing greater external customer service.
Your leadership review is a daily event.
Kneale Mann
arividam
February 21, 2012
Your Customer Review
There's an annual event that everyone seems to think is crucial yet few look forward to enduring and that is the annual performance review.
This delightful 30-60 minute meeting consists of a discussion of how one of the people in the room has performed their duties for the past twelve months.
Some companies engage in a form that is to be filled out by the employee prior to the meeting and then reviewed with their manager which is a far cry from daily leadership.
Summarize and Generalize
The time spent on strengths is often paled by those items that require more attention or the weaknesses. And if you ask most people, they would agree they should work on getting better at what they don't do well.
For most, the performance form is filled out shortly before the meeting. Then the results are neatly placed into the employee’s file to be viewed in another year.
If you own your company, you don't have the luxury of an annual performance review because that happens every day in the form of client feedback - or worse, no feedback - followed by lost revenue.
Customer Measurement
Do they wait a year, send you an appraisal form to fill out to mark yourself on various aspects of your product and customer service then sit with you to discuss? No, they often don’t even complain if they are unhappy with your offering. They just leave. Or worse, tell everyone about the experience through the social channels.
So have a look at your team, your business, your offering, your organization and decide whether you are waiting for the feedback or being proactive to ensure superior internal customer service within a social business model – which includes regular discussions about performance and strengths versus the annual review – and greater external customer service.
Our performance review is a daily event
Kneale Mann
image credit: amerispec | original: oct 2011
This delightful 30-60 minute meeting consists of a discussion of how one of the people in the room has performed their duties for the past twelve months.Some companies engage in a form that is to be filled out by the employee prior to the meeting and then reviewed with their manager which is a far cry from daily leadership.
Summarize and Generalize
The time spent on strengths is often paled by those items that require more attention or the weaknesses. And if you ask most people, they would agree they should work on getting better at what they don't do well.
For most, the performance form is filled out shortly before the meeting. Then the results are neatly placed into the employee’s file to be viewed in another year.
If you own your company, you don't have the luxury of an annual performance review because that happens every day in the form of client feedback - or worse, no feedback - followed by lost revenue.
Customer Measurement
Do they wait a year, send you an appraisal form to fill out to mark yourself on various aspects of your product and customer service then sit with you to discuss? No, they often don’t even complain if they are unhappy with your offering. They just leave. Or worse, tell everyone about the experience through the social channels.
So have a look at your team, your business, your offering, your organization and decide whether you are waiting for the feedback or being proactive to ensure superior internal customer service within a social business model – which includes regular discussions about performance and strengths versus the annual review – and greater external customer service.
Our performance review is a daily event
Kneale Mann
image credit: amerispec | original: oct 2011
October 26, 2011
Performance Reviewed Daily
There's an annual event that everyone seems to think is crucial yet few look forward to enduring and that is the annual performance review.
This delightful 30-60 minute meeting consists of a discussion of how one of the people in the room has performed their duties for the past twelve months.
Some companies engage in a form that is to be filled out by the employee prior to the meeting and then reviewed with their manager. The time spent on strengths is often paled by those items that require more attention or the weaknesses. And if you ask most people, they would agree they should work on getting better at what they don't do well.
Summarize and Generalize
Of course, few of us keep an open file to make notes during a major project or a significant event throughout the year. This form is often filled out shortly before the meeting. Then the results are neatly placed into the employee’s file to be viewed in another year.
If you own your company, you don't have the luxury of an annual performance review because that happens every day in the form of client feedback - or worse, no feedback - followed by lost revenue.
How do customers measure your performance?
Do they wait a year, send you an appraisal form to fill out and mark yourself on various aspects of your product and customer service then sit with you to discuss? No, they often don’t even complain if they are unhappy with your offering. They just leave. Or worse, tell everyone about the experience through the social channels.
So have a look at your team, your business, your offering, your organization and decide whether you are waiting for the feedback or being proactive to ensure superior internal customer service within a social business model – which includes regular discussions about performance and strengths versus the annual review – and greater external customer service.
How's your performance review?
Kneale Mann
image credit: buzzle
Some companies engage in a form that is to be filled out by the employee prior to the meeting and then reviewed with their manager. The time spent on strengths is often paled by those items that require more attention or the weaknesses. And if you ask most people, they would agree they should work on getting better at what they don't do well.
Summarize and Generalize
Of course, few of us keep an open file to make notes during a major project or a significant event throughout the year. This form is often filled out shortly before the meeting. Then the results are neatly placed into the employee’s file to be viewed in another year.
If you own your company, you don't have the luxury of an annual performance review because that happens every day in the form of client feedback - or worse, no feedback - followed by lost revenue.
How do customers measure your performance?
Do they wait a year, send you an appraisal form to fill out and mark yourself on various aspects of your product and customer service then sit with you to discuss? No, they often don’t even complain if they are unhappy with your offering. They just leave. Or worse, tell everyone about the experience through the social channels.
So have a look at your team, your business, your offering, your organization and decide whether you are waiting for the feedback or being proactive to ensure superior internal customer service within a social business model – which includes regular discussions about performance and strengths versus the annual review – and greater external customer service.
How's your performance review?
Kneale Mann
image credit: buzzle
October 26, 2010
The Platform For Change
Sounds good on paper.
Yesterday in Ontario, Canada – where I live – millions went to voting stations to cast their ballot in municipal elections.
During any election – at any level – there is usually at least one candidate who stands on the platform of change. But change is powerful yet ambiguous word.
It sounds good on the surface but do we know what it really means? The Obama team orchestrated a masterful campaign a couple of years ago on the platform of this sucks and we can make it better. We love change – in theory.
Change is a way of life.
However the human mind is finite and has difficulty grasping concepts that have no solution, end, cure or a job well done. We don't build businesses on the concept of change, we build them on revenue models and market share.
Change is by definition a moving target. We often view change in a positive light with regards to our situation. Things aren’t going our way but change will improve your lot in the organization.
But we know what it feels like when the rumours begin about changes in the company. The whispers begin. The conversations among stakeholders at lunch and after work increase and all the while the worse case scenarios are examined. If changes are coming, will you be one of the ones let go?
Think about your organization and the daily changes you experience. How can you embrace change for the better without causing panic while paying close attention to those items that are working and don’t need to be revised?
knealemann
work with me: contact
image credit: ronunruhgps
During any election – at any level – there is usually at least one candidate who stands on the platform of change. But change is powerful yet ambiguous word.
It sounds good on the surface but do we know what it really means? The Obama team orchestrated a masterful campaign a couple of years ago on the platform of this sucks and we can make it better. We love change – in theory.
Change is a way of life.
However the human mind is finite and has difficulty grasping concepts that have no solution, end, cure or a job well done. We don't build businesses on the concept of change, we build them on revenue models and market share.
Change is by definition a moving target. We often view change in a positive light with regards to our situation. Things aren’t going our way but change will improve your lot in the organization.
But we know what it feels like when the rumours begin about changes in the company. The whispers begin. The conversations among stakeholders at lunch and after work increase and all the while the worse case scenarios are examined. If changes are coming, will you be one of the ones let go?
Think about your organization and the daily changes you experience. How can you embrace change for the better without causing panic while paying close attention to those items that are working and don’t need to be revised?
knealemann
work with me: contact
