The process of “Top Grading” any organization begins at the top, with the senior leadership team. Until and unless the organization is populated with “A” players on the senior team, the process will likely be met with frustration and failure.
Feature-rich business apps can change the way we work. But unnecessary complexity can yield resistance or even outright revolt.
Too often, we overlook an essential element needed for success: open, honest, business meetings. Real, limiting issues and obstacles are skirted or glossed over because no one wants to take them on. There’s a better way.
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.
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.
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?