You need an expert on organization development and cultures like myself to take you through the terrains of the end of year review because if it isn't down well many things can end up swept under the carpet or it can lead into conflicts and blame games that can make your team feel not appreciated for their efforts through the year.
The other angle would be a lot of things can be mentioned just for the sake of the process to end and fear of victimization should one be critical or issues to do with under performance.
Some of the questions that must be asked during the review.
- Measurement of individual and organisation's growth.
- What went well and what went not so well.
- What did we plan for the year and the current status (Accomplished versus Pending).
- New learning and insights for organisations development etc. 5. What does organisation success mean to each individual?
To achieve the best feedback through an objective way, I use some of the tools as follows;
- Organisation scored card.
- SWOT analysis.
- Organogram challenge.
- Start, Stop and Continue.
- What went well Vs. What Went Not So Well.
- Way Forward. Thanks Maria Rossana, for the invitation.
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