Write a Personal Review That My Boss Cannot Destroy Me
5 Things Bang-up Bosses Never Do
What you don't practice can make as much or sometimes more than touch than what y'all really do -- and can also 
Here are five things cracking leaders never do:
- Evangelize annual functioning reviews. Almanac or semi-almanac appraisals waste everyone'south time. Years ago my review was late, so I mentioned it to my boss. He said, "I'll get to it... but y'all realize you won't larn a thing. You've already heard everything I volition say, good or bad. If anything on your review comes as a surprise to you I haven't done my task." He was right. The best feedback isn't scheduled; the best feedback happens on the spot when information technology makes the well-nigh bear upon, either equally praise and encouragement or every bit preparation and suggestions for improvement. Waiting for a scheduled review is the lazy way out. Your job is to bus and mentor and develop -- every day.
- Say, "Look... I've been meaning to apologize..." Apologies should be made on the spot, every time. You should never demand to apologize for not having apologized sooner. When y'all mess upward, 'fess up. Right away. Don't y'all want employees to immediately tell you when they make a mistake? Model the aforementioned behavior.
- Hold meetings to solicit ideas. Many companies agree brainstorming sessions to solicit ideas for comeback, peculiarly when times get tough. Sounds swell -- later on all, you're "engaging employees" and "valuing their contributions," right? Only you don't demand a meeting to become input. When employees know you listen they often bring ideas to you. Plus, the better way to ask for ideas is to talk to people individually and to exist more specific. Say, "I wish nosotros could find a manner to go orders through our organization faster. What would you change if y'all were me?" Trust me: Employees picture themselves doing your job -- and doing your task improve -- all the fourth dimension. They accept ideas. Be open, deed on practiced ideas, explain why less than good ideas aren't feasible... and you'll become all the input yous tin handle.
- Create development plans. Development plans are, similar annual operation reviews, largely a corporate construct. (Hour staffers love to monitor compliance and alert managers when supervisors are tardily turning in their employees' development plans. Or maybe that's only my experience.) You should know what each of your employees hopes to achieve: Skills and experience they desire to gain, career paths they hope to take, etc. So talk most it -- informally. Assign projects that fit. Provide training that fits. Create opportunities that fit. And then give feedback on the spot. "Develop" is a verb that requires action; "development" is a noun that sits in a file cabinet.
- Phone call in favors. I know lots of bosses who play the guilt game, similar saying, "John, I've been very flexible with your schedule the last few months while your wife was sick... now I really demand you to come up through for me and work this weekend..." Generosity should e'er be a one-way street. Be flexible when it's the right affair to do. Be accommodating when it's the right thing to do. Never lend money to friends unless y'all don't care if you are repaid, and never practice "favors" for employees in anticipation of return. As a leader, merely give -- never take.
Related:
- The five Best Ways to Praise Employees
- 5 Great Leadership Lessons You lot Don't Want to Learn the Hard Way
- The All-time Way to Innovate Yourself
- The 5 Essential Missions of a Great Leader
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Source: https://www.cbsnews.com/news/5-things-great-bosses-never-do/
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