This week, I am working hard to stop violating one of my own rules. That rule is to never—under any circumstances—get behind in my performance reviews. Doing so tells staff that everything else is more important than their evaluations—more important than their next salary increase.
My goal is to get caught up this week and better manage my time in the future—so that I am never behind again. The performance of my team is what makes or breaks my department. It is important that I reassure them that they are not the least important of my tasks—they are the most important of my tasks.
Photo by David Blanton (I am the fat guy wearing blue. –HLA)
In preparing for evaluations, I like to remind myself how to get and give the best from these meetings. Today, that line of thought drove me to consider author Lisa Haneberg's perspective on the "Five Myths about Managing People".
She defines those misconceptions as:
- Employees do not want leadership.
- Performance Evaluation Systems improve performance.
- Employees prefer a sugar-coated counseling session over a candid one.
- Positive reinforcement is the best tool for improving performance.
- Salary increases improve motivation and productivity.
As we review and assess each of these in the days ahead, I think you'll be surprised at what we find.
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