Jun
08
Leadership Development: Effective and Easy Performance Reviews
ByThis is the next in the series of videos in our Leadership Development Experiment. This one is focused on accomplishing Performance Evaluations, Assessments, Appraisals or Reviews easily and effectively. It focuses on bringing out the best in the employee, while making it easy for you to do.
Our perspective is that if Performance Appraisals are easy AND effective, you’ll do them more often – resulting in even more performance improvement.
Check it out!
Share your thoughts and value below! Also, complete our survey and let us know of other topics you would like to see on video.
Best regards,
The Enlightened Leadership Team
36 Comments
June 9th, 2008 at 5:57 pm
I am very pleased with the video series. I have watched all 4 and have gained many practices to implement at work.
Being able to do this from home,on my time,is much easier on me. I also like that video’s are short.
June 10th, 2008 at 2:15 am
Another brilliant video. The layout is much improved, congratulations to your innovation and quality.
Thank you!
Ailson
June 10th, 2008 at 3:14 am
Thanks! I’m really enjoying this. It is so much easier to find time for these bite size chunks.
June 10th, 2008 at 4:26 am
Thoroughly enjoyed the video. Very positive take on a somewhat stressful activity.
June 10th, 2008 at 5:05 am
Very good format. Sound was much better. The process is one I have used after getting the ideas from your book, Leadership Made Simple. It does work and frankly, as a supervisor, I even feel better about the review because it isn’t mistake focused.
Keep the videos coming!
June 10th, 2008 at 5:08 am
Thanks again for this new video. I also appreciate that they are short. I usually watch these while I’m at my office desk. I appreciate the 4 questios. When I do my annual reviews, these will now become a part of that review process. Thanks again!
John
June 10th, 2008 at 5:16 am
Another great video! It helps me appreciate the leadership I work with in my agency. It also gives me practical applications for everday interactions with peers. Thanks again!
June 10th, 2008 at 5:23 am
Good series. Nice and short and great nuggets of learning for practical application.
June 10th, 2008 at 8:09 am
Again, great job on the third, Ed. These refreshers are great to continue the use of the tools that EL Solutions emphasizes. I have seen them work effectively. Keep the information coming. I don’t know how many times I have heard from participants “I wished I would have know these concepts when I first became a manager”. It’s also nice to see your and Jonette’s smiling faces again. Thanks
June 10th, 2008 at 10:51 am
I am enjoying your series. The timing and length are just right. I appreciate simple down to earth suggestions such as the 4 step process and always leading with the positive.
Thanks!
Any topic on dealing with other groups when your team and theirs have shared responsibility for a project would be great.
June 10th, 2008 at 11:26 am
Wonderful–valuable process delineated. Sound quality better. Again, I commend you on the short and sweet video, something I can view on my lunch hour. I am hopeful you will provide a segment on “hiring”. Again, thank you for a great, practical approach to the performance feedback process.
June 10th, 2008 at 11:42 am
Again a stellar example of Leadership Made Simple. Following our first contacts, I adopted this approach and encouraged my executives to adopt it as well. It has served me well, particularly following a recent promotion and change of business units.
You mentioned that people wanted handouts — I would recommend they buy your book as it has some of this wisdom summarized.
June 10th, 2008 at 12:30 pm
Great video! Short, sweet,informative, and insightful.
The 4 points are great. I also agree with the comment about not starting with one of your more challenging staff members.
June 10th, 2008 at 2:06 pm
Thank-you for another great video. The format of short clips works really well. I liked that you used the feedback we are giving you to make your point – it is really relevant and timely to my learning.
I also appreciate your quick change in the video quality.
June 11th, 2008 at 5:05 am
Great perspective on performace reviews. The video provided a solid approach for establishing an effective way to present performance reviews. I couldn’t agree more that honest and earnest feedback is a must and that the recipient should not be surprised. Periodic feedback sessions will certainly prevent this from occuring. Looking forward to future video clips
June 12th, 2008 at 4:12 am
I’m new to this series and Ed Oakley, yet already impressed. I like the casual approach I’ve seen from my first in the series (#3). I would like a link to the first 2 videos, so I can catch up.
June 12th, 2008 at 4:36 am
This was a great idea how to keep the performance review on track. The employee reviews himself and will reveal how well he understands his job. It gives us an opportunity to see the job from his perspective. The only thing I am not sure about is where this gives the employer an oppportunity to express his feelings about the employee’s performance.
June 12th, 2008 at 4:46 am
I have not been able to see the videos. But according to the feedback from those who saw the video, it seems they very educative.
June 12th, 2008 at 5:08 am
Nice job. I especially liked you starting with the specific example to get attention and then concentrating on the 4 steps. This one would also be easily used as a podcast since graphics aren’t used. Will be good to see both video and audio options. Keep up the good work.
June 12th, 2008 at 5:15 am
Very well done. I like the brevity as it fits in well with my busy schedule. The four step plan to effective performance reviews is very timely for me as I am in this process now. I will use this information to increase the effectiveness of my reviews. I also intend to share these videos with other managers within my office. Thanks. Keep up the good work.
June 12th, 2008 at 6:57 am
We should always use PCP (Praise, Challenge, Praise) when dealing with people.
June 12th, 2008 at 7:00 am
Great video and it came just at the right time. I am scheduled for mid-year conversations with employees next week. I’ll use your four step plan and be sure to focus on what each person is currently doing well. Thanks for this simple approach which I am sure will make the mid-year conversations very effective.
I understand that handouts cannot be available at this time, but I would suggest that visual aids can be very powerful. A flip chart with the important points would provide a visual reinforcement for the valuable information you are sharing on these videos. Keep up the good work. I look forward to each new video!
June 12th, 2008 at 8:25 am
These three videos have been timely, well conveyed and extremely helpful. The length and topics have been well suited to my schedule.
June 13th, 2008 at 4:29 am
This is another topic that is of key interest to me and the organization. It is apparent that I have been doing something wrong in performance evaluations here because people usually groan and complain about them. I can see that giving people an opportunity to evaluate themselves is far more important than trying to convince them that my limited view of what they do is accurate.
June 14th, 2008 at 2:50 pm
Ed again very helpful keep up the good work. Short and good food for thought in each one. Able to listen on my own time – so easy to fit into my schedule. The only thing I could add is that I wish there was a way to get some good interaction or dialogue going around each topic. Being able to give some real life stories and get some feedback considerations.
June 16th, 2008 at 12:26 am
Again very well done and extremely helpful.
June 16th, 2008 at 7:52 am
Ed again another helpful video. One that I want to share with some of my supervisors. Don’t worry about the hair looked great after just leaving the barber.
June 17th, 2008 at 6:27 am
Although this video was good it did not bring me as much value as the prior 2. This was due to the subject line.
June 19th, 2008 at 11:59 am
Ed, I love all three videos you have produced. They are short and to the point. I will be using the information from video’s two and three over the next few days and I will let you know how it works. thanks for sharing this wonderful information with us.
June 25th, 2008 at 11:06 pm
Ed,
Thanks for video. I never look forward to appraisals, however your 4 stage approach will simplify the process. I am looking forward to using this format.
June 30th, 2008 at 9:05 am
Thank you. My observation is this is one part of quality performance review. My initial reaction was this is management and the first two video’s have been more leadership oriented. The topic did carry an important effective communication component that if developed might broaden the presentation to more of a leadership catagory. I agree with a the handout thought but I wanted to let you know I am developing a handout/notes from each session. Thanks again, Keith
July 2nd, 2008 at 12:45 pm
Timely topic: doing reviews next week! Since no visual aids, I switched to another application and just listened while doing other work that didn’t require a lot of attention. Worked for me.
July 8th, 2008 at 3:06 pm
Ed,
Thank you for the insights. Great content. Great video. Great concept.
I read your “Enlightened Leadership” book a few years ago. Really good book. Now, by way of my friend Kevin Eikenberry, I’ve found your blog.
I’ve been looking at doing something similar on my blog. Thanks for pioneering the approach.
July 14th, 2008 at 3:49 pm
Great video. You are right on target with the message. People need to know they are appreciated, and recognizing their accomplishments does help them want to do more. Actually, I don’t have any criticism; keep up the good work.
July 16th, 2008 at 1:05 am
Thank you for your great work here Ed. The points you raise are a timely lesson/reminder coming up to the performance discussions in my own workplace.
Totally agree with keeping the main focus on the positives, it always produces far better results over time.
July 19th, 2008 at 6:38 am
I am enjoying these short sniptets of advice on management/leadership/work improvement. I have taken notes and will look at them regularly. I am looking forward to your next installment.