Review Your Journey: Part Two – Self Audit
In the appraisals that I mentioned in the previous chapter, both the appraisee and appraiser completed the form separately and then had a sitting session to discuss the report and document it. The agenda included, growth opportunities, strengths, feedback on the work environment, challenges, areas of improvement and so on. It gave a formal and documented opportunity to meet the business goals. I say formal because we were always encouraged to have one on ones between these appraisals to ensure that the business and the employees were aligned and on track.
I saw great value in the appraisals and when I joined management, I took the appraisals even further by offering cross training opportunities to my direct reports, at times against my Manager’s wishes.
These appraisals also allowed me to grow my direct reports to take over my position. They unfortunately did not see it as such, in most cases, and I attracted push back before they saw the value in the method of my madness.
I would push them out of their comfort zones and keep riding them at that level. They felt pushed, treated unfairly, and even felt shamed in the process. It took mindset coaching on my part to open up their eyes to the positive outcomes. The push back was as a result of fear that they were being witch hunted. We ended up working on plans together to improve their current situations. They were ready to self-audit.
Together we took stock, and they were clear about, one, what they wanted to continue doing, and two, what they needed to stop doing. We often found ourselves in a rut when it came to taking action on, three, what they needed to start doing.
Personal Improvement Plans, or PIPs as we called them were the sure way to get us all working on what we needed to start doing.
They were specific, measurable and time bound.