Culture improvement plans don’t take effect overnight. The key is to seize the early momentum and to commit to the long-term nature of the process.
The new year can be a time for reflection and focus on the things we’d like to improve. But often, energy fades as we move back to our existing set of habits. There IS a better way.
Leaders often “protect” employees by letting them offer feedback with anonymity. This may increase participation but it also reduces accountability. There’s a better way.
As they begin planning for the coming year, business leaders focus on ways to improve and grow. A comprehensive review of the organization’s current state may be the most important part of the planning process.
The main headline in a recent Wall Street Journal article read: “The Performance Review is Back.” My question is this: Where did it go? And more to the point, why?
In a recent strategy session, a leadership team realized that growth would require changes in process, structure, and people.