How transparent should I be?

“I understand that leadership requires transparency, but how do I do that? And should I be open about everything?”

Here’s a guide to transparency

Step 1: Co-create and publish a list of transparency rules (see below)
Step 2: Be transparent about your transparency
Step 3: Adjust as the culture evolves

Sometimes employees have the feeling, that the management just wrote a number (“the target is 14!”) on the inside of a glass cube, and all the employees can do is stand on the other side and see the number (“14!”). They cannot get an explanation, or a dialogue on how the number was derived. They feel alienated.You as a leader should strive to avoid this distance between management and employee.

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8 things that replaces performance reviews

Performance reviews do not work, but what to do instead?

Let’s just briefly go back to why we – per tradition – are doing the reviews/appraisals in the first place:

  1. Performance improvements: The overall purpose: Helping/pushing the employee and organization to get better results.
  2. Feedback and acknowledgement: We wish to boost people performance and motivation by providing feedback and acknowledgement – and in the same time, point out undesired behavior or other wrong doings.
  3. Compensation: We tie salary and bonuses to performance, and the review is supposed to be a fair way to calculate the compensation.
  4. Talent management: Review scores are used to compare employees, keep records and act as base for decisions regarding promotions etc.
  5. Poor performance. The review process and scores constitute a paper trail for performance improvement programs and termination.

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