Where Do You Invest Your Energy ?

A common occurence in most workplaces is a Performance Review process.  The boss or supervisor or manager or owner puts together a review of an individual employee's performance.  The expectations of the individual performer's job duties are often restated and clarified in this process and the author of the review (boss et. al.) provides details about their assessment of the individual's performance during a specificed period of time (month, quarter, annual, etc.)

I have had countless reviews in my work career.  I have these reviews currently (at least semi-annually) but have also been through a similar experience in all of my other jobs, including my high school fast food working experience.

I have found one thing to be true about them regardless of my role, my "boss", my company, or even my performance: if approached appropriately by the receiver of the review, they provide insight and clarity on where to invest future efforts and energy in that situation, role, etc.  Sadly, the opposite is also equally true: if approached in the wrong way, the receiver of the review can find any number of things to grumble about and can use the review to further degrade their own performance and justify their actions in their own mind.

I prefer to enter each review I receive with the goal of achieving greater understanding of my boss' expectations of me and clarity around whether certain efforts I have made were actually worth the energy I invested in them.  This approach leads me to make adjustments in my own efforts (eliminating energy spent in areas that do not add value to my overall rating) and gain a greater understanding of how my role impacts larger business goals or results (and then I invest more energy in areas that carry greater weight in my evaluation).  This allows me to take an otherwise demotivating evaluation and with a few simple adjustments on my part, turn the experience into a very positive one.

It is liberating to find areas where you can stop "wasting your time" related to your performance.  If certain efforts do not really provide value (whether that is a grand truth or just the perspective of your "boss" is irrelevant) then why continue doing them?  A more productive use of time is to pay attention to what is important and invest your energy in those areas.  If you've ever felt that your efforts went unnoticed or unappreciated, it could just as easily be your own misinterpretation of what has real value from your current role or current boss' perspective.

Nothing is more disappointing than wasted energy and effort.  So make it count by making sure your energy isn't being invested in less valued areas.  You'll be glad you did!


Song Of the Day:
It's a throwback to the 80's with one of my favorite techno hits by Information Society.  As soon as you hear that start of "What's On Your Mind" you will immediately remember the chorus, which refers to pure energy and that is my tie in to today's post.  It's good to know what your boss is thinking, if only so you can adjust your use of the time and energy you have in areas that are viewed more positively with your role.  Turn it up and enjoy the keyboard solo in the middle of the song!

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What Was Your Goal ?

July is always mid-year evaluation time at Progressive.  This is a time when I, as a Supervisor (with about 22 employees who directly report to me) invest significant time assessing their individual performance thus far this year.  I am under the obligation to write a Performance Evaluation for each employee, providing ratings in about 5 or 6 major areas of performance.  I also provide an overall performance rating and then discuss these results with each person individually.  This last step often includes goal setting and very rarely, some revision to the evaluation I have put together.

I take these "check ins" very seriously.  My personal goal is for there to be absolutely NO surprises for these employees as they review what I have written.  I expect them to remember conversations we have had earlier this year and when they read their PE (performance evaluation), they should come away with two things: knowledge of their strengths and opportunities ... and ... knowledge that I am aware of and care about what they are doing in their role.

Without intending to sound prideful about it, I must say that it is always rewarding when I achieve these goals, which I have done consistently for the past 3 or 4 years at least.  There is something gratifying about being on the same page with an employee whose performance you are somewhat responsible for.  I say "somewhat" because ultimately it is always every employee's individual responsibility for their own results.  The Manager, Supervisor, Leader, or Boss merely influences and supports the employee achieving or exceeding their goals.

With that in mind, I have to say, I am often disappointed when I receive my own PE, especially around the mid-year time.  I have yet to report to a Manager who seems to put as much energy into this process as I do.  I have felt for the past several years (at least 3), that my PE was simply a box that needed to be checked off for my boss.  Even if the words that are written are generally positive and the ratings are accurate, I always hope for a brief recap at the start of my Manager's goal in writing what they did.  Am I supposed to be motivated?  Should I feel bad for failures or missed opportunities?  Is my performance headed in the right direction?

Sadly, the presentation of my mid-year PE today was NOT accompanied with clearly defined answers to these questions.  I am grateful for the opportunity to ask them directly to my boss next week, but I fear it will be a stressful couple of days until I can clarify the intent of her writing and ratings.


Song Of The Day:
It's been way too long since I last shared an OMD song, so here is "Was It Something I Said" from their best CD: Sugar Tax.  If you ever find yourself in a position where you are expected to judge performance and write about it on an individual level, may I suggest that you set expectations for your direct reports BEFORE delivering the evaluation?  From my limited experience, it makes a BIG difference!

BONUS - While pulling this song of the day, I came across a Mash-Up of this song and Rihanna's Pon De Replay.  Here it is, titled simply "Was It De Replay" ... what do you think?

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