Comments on: Avoid These Infuriating Phrases in End-of-Year Feedback and Performance Appraisals https://letsgrowleaders.com/2019/11/18/avoid-these-infuriating-phrases-in-end-of-year-feedback/ Award Winning Leadership Training Fri, 01 Nov 2024 10:53:13 +0000 hourly 1 https://wordpress.org/?v=6.7.1 By: Karin Hurt https://letsgrowleaders.com/2019/11/18/avoid-these-infuriating-phrases-in-end-of-year-feedback/#comment-7342 Wed, 04 Dec 2019 00:04:36 +0000 http://staging6.letsgrowleaders.com/?p=47339#comment-7342 In reply to David Tumbarello.

Hey there, David. ! I hope you are well. Great to see you here again. I love your suggestion of the “to do” lists to keep track of accomplishments during the one-on-ones! Thanks!

If anyone is reading this and looking for an easy way to hold such one-on-ones, you can download our one-on-one huddle planner for free here as well. It would work great with what David T is suggesting here.

https://letsgrowleaders.com/2017/03/28/managing-your-boss-get-the-support-you-need-in-10-minutes-a-week-includes-free-tool/

]]> By: David Tumbarello https://letsgrowleaders.com/2019/11/18/avoid-these-infuriating-phrases-in-end-of-year-feedback/#comment-7341 Tue, 03 Dec 2019 12:51:21 +0000 http://staging6.letsgrowleaders.com/?p=47339#comment-7341 I kept nodding. The one that really resonated is when the employee is required to write up their own accomplishments & rating. As you point out, if I am rating myself, I am doing the manager’s job. Another way to approach this is to move items that come up during one-on-one’s to a “to do” list (like an agile board) and then move the “to do” list to an accomplishments list. The manager and employee can do this progression together during the one-on-one so tasks become accomplishments.

I enjoyed the read and keep leading leaders & future leaders Karin!

]]> By: Karin Hurt https://letsgrowleaders.com/2019/11/18/avoid-these-infuriating-phrases-in-end-of-year-feedback/#comment-7340 Mon, 25 Nov 2019 17:06:26 +0000 http://staging6.letsgrowleaders.com/?p=47339#comment-7340 In reply to Colin.

Colin, Thanks for sharing your ideas. It’s always great to expand the conversations. As you say, some companies are incorporating different kinds of 360 input into reviews for managers such as you describe here. Thanks for sharing!

]]> By: Colin https://letsgrowleaders.com/2019/11/18/avoid-these-infuriating-phrases-in-end-of-year-feedback/#comment-7339 Mon, 25 Nov 2019 16:26:35 +0000 http://staging6.letsgrowleaders.com/?p=47339#comment-7339 This should be the basis for internal manager reviews that employees can rate their end of year review on. It goes straight to HR for that manager’s end of year review.

Further, any managers should get rated by HR on the cumulative of these responses:
-Remove from management
-Train and observe (probation)
-Meeting expectations
-Exceeding expectations (short list for mentorship and career development)

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