SCOTSDALE, Ariz. - "People may join companies, but they leave managers."
With this in mind, managers might consider assessing their own strengths and weaknesses before designing a program to review their employees, pointed out Scott Brickman, owner and chief executive officer, The Brickman Group, Chicago, Ill. Think about the best leader you ever had - then consider the worst. Write down traits of both individuals. Most of the negative traits from your worst leader are qualities that you may not be conscious of in your own management style, he pointed out.
Here, and example of some "Good" and "Bad" leader qualities.
Good:
Bad:
DEVELOPMENT REVIEWS. What is in a number, really? When it comes to performance reviews, placing a numerical rating on employees can only discourage them. These types of assessments are often subjective and can be inconsistent if not preceded by a system of ongoing evaluation. Scott Brickman said his company turned to development reviews to facilitate a review session that was more interactive, allowing employees to identify what resources would help them succeed in the workplace, what their goals are within the company, and how they think they've advanced during their time working at the business.
The development review, not to be confused with a performance review, as it allows employees to respond to questions rather than the owner's assessments leading the discussion, includes the following questions.
By identifying goals and how the employee can accomplish them, the review turns into a forum, and defining a follow-up plan allows for a 360-degree review system, Brickman said.
The author is the Associate Editor of Lawn & Landscape magazine.