• Skip to content
  • Skip to primary sidebar

Right Attitudes

Ideas for Impact

Career Development

What’s Behind Your Desire to Job-Hunt and Jump Ship?

February 16, 2016 By Nagesh Belludi Leave a Comment

The primary motivations for seeking a new job are a more enjoyable job, better compensation, and opportunities for career progression. Talent management firm Caliper’s analysis of exit interviews from 180 companies confirmed that the principal reason employees quit their jobs is a lack of personal fulfillment and the feeling of not being well matched to their jobs. 40% of exit interviews complained about poor advancement potential, insufficient recognition, and not being challenged on the job. Just 26% mentioned wages and 11% mentioned workplace conflict.

Examine Your Motivations Before Job-Hunting

Many people who jump ship in frustration run into the same problems that were an obstacle with their previous employers. So, if you’re considering a change and seeking a new job because you’re not moving forward at your current job, first get honest feedback about how you’re perceived by your managers: what do they think your strengths are, where you need to develop, and what’s holding you back? Without such feedback on your career challenges, you may run into the same problems at your new employer.

You’ll find it easier to tackle career progression frustrations at your current employer in a familiar environment rather than at a new company where you’ll be under pressure to learn the ropes, form new relationships, produce results quickly, and work with superiors who may be less forgiving. Indeed, many people who change jobs fail or flame out at their new employers and don’t meet their job-change objectives after two years. Their premature departures and undue job-hopping reflects negatively on their career progress.

When You Must Seek a New Job

By all means, explore the job market in pursuit of career advancement if,

  • you’ve been passed over many times and haven’t been told how you need to develop to move ahead, or
  • you’ve been locked into your current job because of a long-tenured manager and can’t find another position within the same employer.

Be discreet about whom you tell that you’re looking for another job. When you find a new job, inform your boss immediately, give as much notice as required, and offer to help transition your duties to a replacement. Don’t use your new job offer to try to negotiate a counteroffer from your employer.

Wondering what to read next?

  1. Job Interviewing #2: Interviewing with a Competitor of your Current Employer
  2. Job Hunting: Don’t Chase Perfection
  3. Job-Hunting While Still Employed
  4. Before Jumping Ship, Consider This
  5. Don’t Use Personality Assessments to Sort the Talented from the Less Talented

Filed Under: Career Development Tagged With: Career Planning, Job Search, Job Transitions

How to Make Wise People Decisions

January 15, 2016 By Nagesh Belludi Leave a Comment

Here are eight basic management principles for making wise people decisions:

  1. Pay attention to your people decisions. These are the decisions that determine your team/organization’s performance. Hiring and coaching employees is a manager’s most important task.
  2. For any assignment, pick people who’ve shown at least some evidence of the ability to do it well. Don’t expect them to be productive in their new role within days or weeks.
  3. Do not give new people major assignments. First, put them into positions where expectations are known and help is available. Help them make the transition.
  4. Set the right expectations. A manager can forestall a great deal of employee problems by proactively setting expectations.
  5. Don’t ignore concerns until they morph into problems. Conflict can be emotionally distressing, but being decisive and doing what’s best eventually works out well for everyone.
  6. If an employee is doing poorly, first attempt remediation and coaching. If those don’t solve his/her underperformance, it’s usually prudent to cut your losses. Giving the employee more time to improve not only wastes time and energy, but increases the mutual hostility and chances of a claim of wrongful termination.
  7. Take responsibility for mistakes. Don’t blame the person you hire or promote for not performing. Your decision put them there.
  8. Take your managerial duties seriously. It’s your obligation to make sure that responsible people in your organization perform. In turn, they have a right to expect you to be a competent manager.

Wondering what to read next?

  1. Ten Rules of Management Success from Sam Walton
  2. How to Promote Employees
  3. Bad Customers Are Bad for Your Business
  4. Fire Fast—It’s Heartless to Hang on to Bad Employees
  5. How to Hire People Who Are Smarter Than You Are

Filed Under: Career Development, Leadership, Leading Teams, Managing People Tagged With: Great Manager, Hiring & Firing

These Celebrities and Hollywood Actors Didn’t Just Wait Around for Dream Jobs to Turn up

July 21, 2015 By Nagesh Belludi 1 Comment

“He who lives uprightly and experiences true difficulty and disappointment and is nonetheless undefeated by it is worth more than someone who prospers and knows nothing but relative good fortune.”
—Vincent van Gogh

Stories of superstars who struggled in their early careers are very inspiring

Some superstars had it made. They came from privileged backgrounds and had spectacular starts to their careers. They were lucky enough to attend the best schools, get the right pedigree, make the right connections, get an early break, or join the fast track to the top.

Other superstars were not so lucky in their early careers. Most of these men and women—particularly the archetypical self-made person—came from humble backgrounds and struggled to establish themselves. They found productive jobs to eke out a living, all the while never losing sight of their ambitions. They took every opportunity to learn and prove themselves. They worked hard to get a foot in the door, toiled in the trenches, learned everything about their trades, and painstakingly built their spectacular careers from the ground up. In sum, they didn’t just while their time away waiting for their desired jobs and dream gigs to show up.

Jack Nicholson, Robin Williams, Brad Pitt

Consider three Hollywood superstars who struggled during their early careers and worked modest jobs to earn their living but never abandoned their ambitions.

  • Hollywood legend Jack Nicholson (b. 1937) ran errands and worked as a messenger at Hollywood’s MGM animation studios before being “discovered.” He had moved from New Jersey to pursue his dream of becoming an actor and lived with his wannabe-actress mother (whom he thought was his sister until he was 36, a full ten years after her death.)
  • Comedian and Hollywood actor Robin Williams (1951–2014) gained precious experience in his twenties working as a mime artist in front of New York’s Museum of Modern Art while trying to find acting gigs. As a child, Williams hardly fit the stereotype of someone who would later pursue comedy. Born to a successful Ford executive, Williams grew up a shy, lonely child playing by himself in an empty room of his family’s mansion. He overcame his shyness only after taking drama classes in high school.
  • Celebrated actor and producer Brad Pitt (b. 1963) worked a variety of odd jobs while struggling to establish himself in Hollywood. To pursue his passion for the big screen, he moved to Los Angeles from Missouri two weeks before he was about to earn his degree in Journalism. He took acting lessons and made contacts. Within months, Pitt got uncredited roles in three films. For the next seven years, he gained increasing recognition in supporting roles on television and in films before securing leading roles that catapulted him to worldwide fame.

Examine the purpose of these examples viz. to emphasize that successful people find something productive to do while improving themselves and waiting for their big break. Take note of a crucial nuance: we are not discussing humble part-time or casual summer jobs that later-superstars held in their youth—e.g., Pope Francis worked as a bouncer in Buenos Aires, German Chancellor Angela Merkel as a barmaid in Leipzig, Bill Gates as a page in the United States Congress, Warren Buffett as a newspaper delivery boy in Washington, D.C.

Albert Einstein, Soichiro Honda, Stephen King

Other disciplines also present plenty of superstars who pursued their ambitions while holding humble first-jobs.

  • Physicist and philosopher Albert Einstein (1879–1955) spent two frustrating post-college years searching for a teaching job before becoming a clerk at the Swiss Patent Office in Bern. In between examining patent applications and during his spare time, he worked on physics problems. In his third year at the job, he wrote four groundbreaking papers that transformed physics.
  • When Japanese engineer and industrialist Soichiro Honda (1906–1991) moved to Tokyo at age 15 to find work as an auto mechanic, a repair shop owner hired him as a nanny to his infant. With a child in tow, Honda often meandered about the garage, observing and learning from the mechanics. When the child was asleep, Honda tinkered with engines and started giving suggestions to the mechanics. He strengthened his passion for automotive engines just as the nascent industrial base of Japan was finding a new enthusiasm for machines.
  • 'Carrie' by Stephen King (ISBN 0307743667) Best-selling author Stephen King (b. 1947) struggled for years after graduating from college. He and his writer-wife grappled financially and lived in a trailer home. He worked hard at building a career as a writer and developed ideas for many novels. King sold short stories to men’s magazines and worked small jobs to make a living. When working as a janitor in a school locker room, he was inspired to write a novel titled “Carrie”. Set in a girls’ locker room, Carrie features a schoolgirl who exercises her newly-discovered telekinetic powers to exact revenge on her bullies. Carrie turned into King’s first published novel and lent him his big break.

Idea for Impact: Self-disciplined people don’t wait for the right answer or the golden path to present themselves. They understand that the best way to get unstuck is to start somewhere, focus on action, keep themselves productive, amend their course if necessary, and do all this without losing sight of their goals and ambitions.

A note of caution: Stories of superstars’ successes are but cherry-picked examples

“Welcome to Hollywood. What’s your dream?
Everybody comes here. This is Hollywood, the land of dreams.
Some dreams come true, some don’t. But keep on dreamin’.
This is Hollywood. Always time to dream, so keep on dreamin’.”
—From “Pretty Woman” (1990)

More than we possibly realize, so much of life’s success in life has to do with luck (or fate or destiny.) As I’ve written previously, success is often more about being at the right place, at the right time, and with the right person than about possessing the right skills and working hard.

The above are merely examples of a few lucky superstars who made it big in Hollywood or in their chosen disciplines and followed their passions as careers.

For every Stephen Hawking or J. K. Rowling, there are thousands of wannabe writers whose creative writing doesn’t even pay enough to buy the notebooks they use.

For every Jack Nicholson, Robin Williams, or Brad Pitt, there are countless Hollywood wannabes struggling in the “Land of a Million Dreams.” What’s more, among actors who manage to find work, an even smaller fraction of them actually make a living doing it. Part-timers are paid so little that they must work at stores, restaurants, or bars at night and on weekends. The cost of living in Southern California has hit the roof; even professionally-done headshots cost hundreds of dollars. The celebrity impersonators and street performers on Hollywood’s Walk of Fame have even started aggressively pestering tourists and photographers for bigger tips.

Celebrity impersonators and street artists on Hollywood's Walk of Fame pestering tourists for bigger tips

In the la-la land of Los Angeles, chances are that any random person you meet is an aspiring actor, model, designer, musician, songwriter, screenplay writer, director, stunt-double, makeup artist, or is trying to get some gig in the entertainment industry. Each aspirant is taking classes, trying to make contacts, looking for auditions, hoping to land jobs, wishing to be “discovered” by an actor or noticed by a talent agent at a restaurant, club, or elsewhere.

Competition is brutal and the market for fame is saturated

In Hollywood, anything is possible and yes, “some dreams come true.” However, in reality, there’s an infinitesimal chance that any aspirant will ever get a break. Even still, thousands of hopefuls flock to Hollywood every year (and thousands of rejects move out.) After endless auditions, rejections, or false starts, they wake up to the harsh realities of competition and get jobs that are more gratifying than chasing a near-impossible dream.

“He that lives upon hope will die fasting.”
—Benjamin Franklin

If you have a passion for something that will not pay adequately, pursue it on the side. Here’s some sage advice from my mentor Marty Nemko:

Do what you love, but don’t expect to get paid for it. Want to be on stage? Act in community theater. Want to be an artist? Convince a restaurant to let you decorate its walls with your creations. To make money, pick a field that pays decently and has few liabilities. Chances are, that will lead to more career contentment than pursuing a long-shot dream as your career. Treating a long-shot dream as an avocation gives you most of its pleasure without forcing you to endure a life of poverty.

Wondering what to read next?

  1. Leo Burnett on Meaning and Purpose
  2. Success Conceals Wickedness
  3. Lessons on Adversity from Charlie Munger: Be a Survivor, Not a Victim
  4. Lessons from Sam Walton: Learning from Failure
  5. Silicon Valley’s Founding Fathers // Book Summary of David Packard’s “HP Way”

Filed Under: Career Development, Great Personalities, Sharpening Your Skills Tagged With: Attitudes, Celebrities, Entrepreneurs, Scientists, Writers

Looking for Important Skills to Develop?

November 26, 2014 By Nagesh Belludi Leave a Comment

Whether you need to take on a new challenge, prepare yourself to become promotable, or enhance your performance at work, undertaking learning and development can help. You must continually be on the lookout for new talents to add to the vast fund of knowledge you’ve accumulated over the years and add to the reservoir of experiences from which to draw.

Some skills are critical to your success throughout your career and life. Chris Anderson recently suggested a set of vital topics that must be taught in school. Anderson is the founder and curator of the Ideas-Worth-Spreading TED conferences.

TED’s Chris Anderson propunds a “Syllabus of the Future”

  • How to nurture your curiosity.
  • How to Google intelligently and skeptically.
  • How to manage your money.
  • How to manage your time.
  • How to present your ideas.
  • How to make a compelling online video.
  • The secret life of a girl.
  • The secret life of a boy.
  • How to build a healthy relationship.
  • How to listen.
  • How to calm an argument.
  • Who do you want to be?
  • How to train your brain to be what you want to be.
  • 100 role models for the career you hadn’t thought of.
  • How to think like a scientist.
  • Why history matters.
  • Books that changed the world.
  • Why personal discipline is key to future success.
  • How your reflective self can manage your instinctual self.
  • How to defend the rights of people you care about.
  • 10 hours with a kid on the other side of the world.
  • The keys to a healthy diet.
  • Why exercise matters.
  • How generosity creates happiness.
  • How immersion in nature eases stress.
  • What are the questions no one knows the answer to?

Use his “Syllabus of the Future” list to evaluate your needs in development and educate yourself in a few selected topics. Design a development plan involving regular discussions, reading articles and books, watching instructional videos, attending courses offered by a professional association, and observing and apprenticing with a mentor proficient in the skill you seek.

Wondering what to read next?

  1. Howard Gardner’s Five Minds for the Future // Books in Brief
  2. This is Yoga for the Brain: Multidisciplinary Learning
  3. Four Ideas for Business Improvement Ideas
  4. Systems-Thinking as a Trait for Career Success
  5. Some Lessons Can Only Be Learned in the School of Life

Filed Under: Career Development, Sharpening Your Skills Tagged With: Creativity, Critical Thinking, Employee Development, Getting Ahead, Skills for Success, Thinking Tools, Winning on the Job

Better to Quit While You’re Ahead // Leadership Lessons from Microsoft’s Steve Ballmer

November 17, 2013 By Nagesh Belludi Leave a Comment

If you are the CEO of a large public company and the news of your exit causes your company’s market cap to swell by $24 billion on the morning of this announcement, you’ve made the right call.

On 23-Aug-2013, Microsoft’s shares gained 8.9% in pre-market trading when the company announced that Chief Executive Officer Steve Ballmer would retire within the next twelve months. During Ballmer’s 13-year tenure as CEO, Microsoft continued its dominance over the traditional segments of computing, but could not grasp changing consumer preferences. Despite stellar profitability, strategic missteps have forced Microsoft to play catch-up as Apple, Google, and other competitors dominated the new world of mobile devices, social media, search, and internet advertising.

In interviews with Wall Street Journal, Ballmer admitted: “Maybe I’m an emblem of an old era, and I have to move on … As much as I love everything about what I’m doing, the best way for Microsoft to enter a new era is a new leader who will accelerate change.”

Successful professionals know when to make the move: While they are ahead

There is a time limit to success at any leadership position. If a leader is any good, after the initial rush of process improvements, business turnarounds, organizational transformations, and program initiations, familiarity sets into his job. At that point, diminishing returns set in: established routines, processes, and employee networks take over the execution of the change the leader might have initiated.

There is a natural cycle of rapid growth and sustenance to most leadership roles. Stay as long as you need to establish direction, put your ideas into action, and institute the momentum of change. Then, undertake new challenges in your existing job or explore new career opportunities. Plan ahead—the right opportunity may not emerge quickly.

Don’t Hang on

Another lesson from the imminent transition at Microsoft: when you find yourself in trouble and can’t seem to make an impact despite persistent attempts at change, do not wait to get the push. It may be difficult to let go, but don’t hang on.

Wondering what to read next?

  1. Microsoft’s Resurgence Story // Book Summary of CEO Satya Nadella’s ‘Hit Refresh’
  2. Are You Ready for a Promotion?
  3. A Little Known, but Powerful Technique to Fast Track Your Career: Theo Epstein’s 20 Percent Rule
  4. Book Summary of Nicholas Carlson’s ‘Marissa Mayer and the Fight to Save Yahoo!’
  5. Beware of Key-Person Dependency Risk

Filed Under: Career Development Tagged With: Career Planning, Leadership Lessons, Microsoft, Transitions

Leadership: Stay out of the kitchen if you can’t handle the heat

April 8, 2013 By Nagesh Belludi Leave a Comment

Not everybody is prepared to endure the demanding responsibilities of a leadership role:

  • It’s tough to challenge status quo and to pilot your organization forward into unfamiliar territory
  • It’s tough to be long-term oriented and to propose transformative ideas that may fall eventually short of expectations
  • It’s tough to see around the corner and to rely on gut intuitions to develop an “end state” vision
  • It’s tough to prioritize decisiveness over inclusivity and to take tough—and sometimes unpopular—decisions
  • It’s tough to resist the urge to settle and to avoid letting circumstances define your strategy
  • It’s tough to gain strong credibility and communicate the direction and priorities of your organization
  • It’s tough to face censure and be verbally graceful under fire
  • It’s tough to be decisive, to acknowledge setbacks, and to change course midstream, if required
  • It’s tough to rationalize seemingly irrational actions and to ask for resources
  • It’s tough to be tough-minded without being inflexible or insensitive
  • It’s tough to do the right thing while resisting the temptation to please your constituents
  • It’s tough to say no when you must; it’s tough to say yes when you can’t

If you cannot come to terms with the pressures of a leadership role, perhaps leadership may be the wrong kind of work for you.

It is acceptable to be an individual contributor; although you must still develop your leadership skills to succeed in any role in the modern organization.

Wondering what to read next?

  1. The Likeability Factor: Whose “Do Not Pair” List Includes You?
  2. The Dramatic Fall of Theranos & Elizabeth Holmes // Book Summary of John Carreyrou’s ‘Bad Blood’
  3. Why Mergers Tend to Fail
  4. Leadership Isn’t a Popularity Contest
  5. The Business of Business is People and Other Leadership Lessons from Southwest Airlines’s Herb Kelleher

Filed Under: Career Development, Leadership, Leading Teams Tagged With: Leadership Lessons, Likeability

There Isn’t a Shortcut to the Top

March 27, 2013 By Nagesh Belludi Leave a Comment

Good college basketball players are often persuaded not to turn pro during their junior years because, once they start professional basketball, they are expected to play regularly and will miss the chance to get extensive coaching and work on their fundamentals. Instead, they are encouraged to stay for another year at college and bear the opportunity costs.

Likewise, a sound understanding of the fundamentals of a business and worthwhile operating experience cannot be skipped.

The Fast Track to the Top May Look Attractive

Organizations are full of young high-performers who seem to have the right pedigree, are sharp and ambitious, and have impressed their managers with some early achievements. As soon as they have “proved” themselves, HR succession programs tend to fast-track high potentials to the next challenge even if they are not entirely prepared, thus unintentionally setting them up for stressful transitions, bitterness, or eventual failure.

In many instances, young employees are so determined to move up the corporate ladder quickly that they don’t remain in one position long enough to master the right skills and learn from mistakes. They thereby risk accumulating a very large gap in their knowledge and skills.

Idea for Impact: Work on the Fundamentals as You Build a Career

Before making your next career move, perform a realistic self-appraisal and consider how the move may support or impede your longer-term goals. See my previous article for a list of questions to assess your chance of a promotion or a lateral move.

One of the most important skills for career success is the ability to synthesize business requirements and adjust your management approach to the conditions at hand. Each new responsibility should involve an incremental challenge that requires new learning, new approaches, and a chance to demonstrate improvement in your managerial judgment. As a career coach, I recommend staying in one position for one or two business cycles to adequately learn about the nature of the business, test fresh approaches, impact the business, and get feedback on your work.

Furthermore, not all career moves need be up the ladder. Even though most careers follow an upward trajectory, many successful careers consist of a mixture of lateral and upward career moves, each with additional responsibilities or opportunities to build experiences in different market, product, or geographical contexts with prospects for promotion in the future.

Wondering what to read next?

  1. Not Everyone’s Chill About Tattoos and Body Art
  2. Hitch Your Wagon to a Rising Star
  3. What’s Next When You Get Snubbed for a Promotion
  4. Emotional Intelligence Is Overrated: The Problem With Measuring Concepts Such as Emotion and Intelligence
  5. Don’t Use Personality Assessments to Sort the Talented from the Less Talented

Filed Under: Career Development, Managing People Tagged With: Career Planning

When Work Becomes Alibi: Turtle Workaholism and Excuse-making

December 19, 2012 By Nagesh Belludi Leave a Comment

When we think of workaholics, we tend to conjure up images of people slaving away for their paycheck, either out of necessity or ambition. But what about the elusive “turtle workaholics”—those who use their jobs as a way to escape personal problems and evade domestic responsibilities?

These workaholics submit to work as a distraction and seek refuge in the routine and structure of their jobs, finding solace in tangible results and recognition from colleagues. Meanwhile, they neglect the conflicts brewing at home with their spouses or children. It’s a classic case of out of sight, out of mind—except it’s their personal lives that’re out of sight.

The problem with this approach, of course, is that “turtle workaholism” isn’t a real solution. While it might provide temporary relief, it doesn’t address the underlying issues. So if you find yourself gravitating towards work as a means of escapism, take a moment to examine your motivations. Confronting conflicts might be uncomfortable, but it’s the only way to truly resolve them. Don’t be a turtle—face your problems head-on.

Wondering what to read next?

  1. Great Jobs are Overwhelming, and Not Everybody Wants Them
  2. Why You Can’t Relax on Your Next Vacation
  3. The #1 Cost of Overwork is Personal Relationships
  4. The Truth About Work-Life Balance
  5. The #1 Warning Sign That You’re Burning Out at Work

Filed Under: Career Development, Health and Well-being, Living the Good Life, Sharpening Your Skills Tagged With: Balance, Stress, Work-Life

Don’t be Rude to Receptionists and Support Staff

December 17, 2012 By Nagesh Belludi Leave a Comment

One of the quickest ways to fail in an interview is to ignore, be discourteous, or be disrespectful to receptionists and support staff.

Some job candidates believe that they do not need to be at their best behavior in front of support staff, and then “turn it on” for the professionals who will actually interview them.

It is a common fallacy to assume that the relative position of a person on the corporate ladder is predicative of how much influence that person has in the organization. Rank, experience, and influence do not always correspond. People with influence are those whose opinions are important—not necessarily because they rank high on the org chart, but because they have acknowledged expertise, experience, or because of their association with people of authority.

Job candidates: a condescending attitude could cost you a job offer. Be courteous around everyone you meet and watch what you say. Assume that every person—the receptionists, assistants, and support staff—may have an input into the hiring decision. They will convey their negative perceptions to the hiring managers.

Wondering what to read next?

  1. The Waiter Rule: A Window to Personality
  2. Avoid Control Talk
  3. “But, Excuse Me, I’m Type A”: The Ultimate Humblebrag?
  4. Want to be more likeable? Improve your customer service? Adopt Sam Walton’s “Ten-Foot Rule”
  5. The Trouble with Accusing Someone of Virtue Signaling

Filed Under: Career Development, Managing People, Sharpening Your Skills Tagged With: Attitudes, Courtesy, Likeability, Personality, Workplace

Performance Appraisal Systems “Don’t Meet Expectations”

November 26, 2012 By Nagesh Belludi Leave a Comment

Perfect Phrases for Performance Reviews » Douglas Max and Robert Bacal Across the corporate world, the annual performance appraisal system has been reduced to a perfunctory exercise to “do what HR needs and check-the-box,” and produce paperwork to weed out the laggards and reduce liability against discrimination lawsuits. So much so that one company I know recently distributed copies of the book “Perfect Phrases for Performance Reviews” to hundreds of its managers to help “use relevant phrases and standardize the vocabulary” and “ease the whole process.”

Empirical evidence suggests that, taken as a whole, the annual performance appraisal system has failed to “meet expectations.” It produces no durable improvements in employee behavior and seldom assists the employees meaningfully with career development. Nor does it have a discernible impact on organizational development. Thanks to a system that is highly subjective and easy to game, this annual ritual has become a stressful exercise for managers and employees alike.

At many companies, performance appraisals center too much on filling out forms. The actual performance appraisal meetings tend to be uncomfortable encounters for both managers and employees. Much time during these meetings is devoted to disputing the self-evaluations of employees, summoning up their failings, and defending the employee rankings previously determined by a “consensus” process administered by HR. Besides, during the ranking process, managers tend to overstate the accomplishments of their own employees and put down other employees—after all, managers do not want to incriminate themselves and admit failure in managing employees as successfully as their managerial peers might assert.

Core to this problem is that most managers fail to understand that employee performance management is about establishing relationships and ensuring effective communication about how employees, managers, teams, and organizations can succeed and create enduring value.

Performance management should not be limited to just once a year during the annual performance appraisal. Helping employees to reflect on their performance and learn from their mistakes, and coaching them should be part of the everyday interactions between employees and their managers. This way, the employees can solicit feedback promptly, know where they stand, and make small ongoing improvements. The managers do not have to wait until the appraisal time and then make an extraordinary attempt to convince their employees to correct themselves. The constant communication can eliminate any surprises for both the manager and the employee during the formal performance appraisal exercise.

As part of this informal practice, the managers can keep a diary on employee performance. Recording significant and relevant examples of an employee’s performance (achievements and shortcomings) can help the managers write objective performance summaries. In addition to diminishing the recency bias, the awareness that a manager might write up opinions may persuade an employee to pay attention.

For now, HR can develop a “Performance Improvement Plan” to overhaul the performance appraisal system and truly help improve individual and organizational performance.

More Ideas for Career Success

  • Four telltale signs of an unhappy employee
  • 25 ways to instantly become a better boss
  • How to write a job description for your present position
  • Seeking proactive feedback from your manager
  • You don’t have to be chained to your desk to succeed at work

Wondering what to read next?

  1. Putting the WOW in Customer Service // Book Summary of Tony Hsieh’s Delivering Happiness
  2. Are Layoffs Your Best Strategy Now?
  3. Employee Surveys: Asking for Feedback is Not Enough
  4. How to Promote Employees
  5. Seven Easy Ways to Motivate Employees and Increase Productivity

Filed Under: Career Development, Leadership, Leading Teams Tagged With: Human Resources, Performance Management

« Previous Page
Next Page »

Primary Sidebar

Popular Now

Anxiety Assertiveness Attitudes Balance Biases Coaching Conflict Conversations Creativity Critical Thinking Decision-Making Discipline Emotions Entrepreneurs Etiquette Feedback Getting Along Getting Things Done Goals Great Manager Innovation Leadership Leadership Lessons Likeability Mental Models Mentoring Mindfulness Motivation Networking Parables Performance Management Persuasion Philosophy Problem Solving Procrastination Relationships Simple Living Social Skills Stress Suffering Thinking Tools Thought Process Time Management Winning on the Job Wisdom

About: Nagesh Belludi [hire] is a St. Petersburg, Florida-based freethinker, investor, and leadership coach. He specializes in helping executives and companies ensure that the overall quality of their decision-making benefits isn’t compromised by a lack of a big-picture understanding.

Get Updates

Signup for emails

Subscribe via RSS

Contact Nagesh Belludi

RECOMMENDED BOOK:
The Wright Brothers

The Wright Brothers: David McCullough

Historian David McCullough's enjoyable, fast-paced tale of how the Wrights broke through against great odds to invent inventing powered flight.

Explore

  • Announcements
  • Belief and Spirituality
  • Business Stories
  • Career Development
  • Effective Communication
  • Great Personalities
  • Health and Well-being
  • Ideas and Insights
  • Inspirational Quotations
  • Leadership
  • Leadership Reading
  • Leading Teams
  • Living the Good Life
  • Managing Business Functions
  • Managing People
  • MBA in a Nutshell
  • Mental Models
  • News Analysis
  • Personal Finance
  • Podcasts
  • Project Management
  • Proverbs & Maxims
  • Sharpening Your Skills
  • The Great Innovators

Recently,

  • A Boss’s Presence Deserves Our Gratitude’s Might
  • Chance and the Currency of Preparedness: A Case Study on an Indonesian Handbag Entrepreneur, Sunny Kamengmau
  • Inspirational Quotations #1123
  • Should You Read a Philosophy Book or a Self-Help Book?
  • A Rule Followed Blindly Is a Principle Betrayed Quietly
  • Stoic in the Title, Shallow in the Text: Summary of Robert Rosenkranz’s ‘The Stoic Capitalist’
  • Inspirational Quotations #1122

Unless otherwise stated in the individual document, the works above are © Nagesh Belludi under a Creative Commons BY-NC-ND license. You may quote, copy and share them freely, as long as you link back to RightAttitudes.com, don't make money with them, and don't modify the content. Enjoy!