If you give somebody a bad grade without explanation, that’s not acceptable, says Laura Yecies, CEO of online storage service SugarSync.
Yet it happens all the time. Why? Because explaining is hard.
Yecies fights the impulse by reading every—not so much to see if she agrees with the assessment but to check whether the manager is being thoughtful.
She noted one manager who read everything employees sent him. He would ask questions and send his thoughts. “It made people feel valued,” she says.
And she’s learned to challenge managers on their assumptions about what’s causing a conflict. They’ll tell her an employee isn’t doing something, going on and on about how angry they are.
Yecies disarms them by asking: “Do you think they’re doing this because they think that’s the better way to get the job done, or do you think they don’t want us to succeed?”
The manager backs away from ascribing bad motives, and she adds: “OK. Well, then, why do they think that’s the right thing to do? And why don’t you discuss that with them?”
— Adapted from “When You Write a Report Card, Explain the Grade,” Adam Bryant, The New York Times.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/32181/you-owe-them-an-honest-critique "
- Poor performance or disability discrimination? Keep good records to prove you're not biased
- Gillette: Triggering instant change
- Don't pile on reasons for firing; you're spoiling for retaliation fight in court
- Require HR review of disciplinary records before discharge
- Writing and giving job reviews: 8 do's and don'ts