Comments on: 6 Powerful Questions To Ask In Your Performance Review http://www.simonstapleton.com/wordpress/2008/11/11/6-powerful-questions-to-ask-in-your-performance-review/?&owa_medium=feed&owa_sid= I Help You Become a Higher Performer, Get Promoted, and Better Paid Sat, 28 Jan 2012 01:37:34 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: simonstapleton http://www.simonstapleton.com/wordpress/2008/11/11/6-powerful-questions-to-ask-in-your-performance-review/comment-page-1/#comment-529 simonstapleton Thu, 13 Nov 2008 13:50:08 +0000 http://www.SimonStapleton.com/wordpress/?p=1034#comment-529 @Mark - I've known a handful of people who have asked question 5 and in each case it was a success. One colleague from a while ago, Sarit, used this question regularly and discovered that a) sometimes her boss was ready to delegate, or b) in other times her boss wasn't ready to delegate but became ready not long afterwards. I totally agree about your point that the responsibility for review should be with the employee as much as the employer, and by taking this responsibility, the process is less of a punctuated series of events, but rather a continuous cycle, to the benefit of the employee. @Mark – I’ve known a handful of people who have asked question 5 and in each case it was a success. One colleague from a while ago, Sarit, used this question regularly and discovered that a) sometimes her boss was ready to delegate, or b) in other times her boss wasn’t ready to delegate but became ready not long afterwards.
I totally agree about your point that the responsibility for review should be with the employee as much as the employer, and by taking this responsibility, the process is less of a punctuated series of events, but rather a continuous cycle, to the benefit of the employee.

]]> By: Mark McClure Coaching http://www.simonstapleton.com/wordpress/2008/11/11/6-powerful-questions-to-ask-in-your-performance-review/comment-page-1/#comment-526 Mark McClure Coaching Thu, 13 Nov 2008 12:56:21 +0000 http://www.SimonStapleton.com/wordpress/?p=1034#comment-526 I'd be curious to hear of any IT tech who's experimented with qs 5. The other questions I have used with various managers over the years. Success with these very much depended on the working relationship we enjoyed or not. Another things about performance appraisals is that managers and staff tend to see these as somewht isolated 'scheduled events' in the business year. I know more enlightened corps have mid-year reviews which is a step in the right direction. Ideally, the employee should be able to self-review progress over the year and flag any red-lights (or successes) at informal or formal 1-on-1s with their manager. Here I'm thinking of the career development component of the performance appraisal process where there is a subtle pressure to include more goals and objectives than can reasonably be achieved even by a demi-god tech geek working 24/7 :-) So, in summary - I believe monthly self-review of the agreed goals/project list is very important for the employee (because approx 50% of the work you will do in a year will likely not have been planned in any 1-shot career development meeting...) I’d be curious to hear of any IT tech who’s experimented with qs 5.

The other questions I have used with various managers over the years. Success with these very much depended on the working relationship we enjoyed or not.

Another things about performance appraisals is that managers and staff tend to see these as somewht isolated ‘scheduled events’ in the business year.

I know more enlightened corps have mid-year reviews which is a step in the right direction. Ideally, the employee should be able to self-review progress over the year and flag any red-lights (or successes) at informal or formal 1-on-1s with their manager.

Here I’m thinking of the career development component of the performance appraisal process where there is a subtle pressure to include more goals and objectives than can reasonably be achieved even by a demi-god tech geek working 24/7 :-)

So, in summary – I believe monthly self-review of the agreed goals/project list is very important for the employee (because approx 50% of the work you will do in a year will likely not have been planned in any 1-shot career development meeting…)

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