“It’s too lovey dovey around here”!
These were the words of a healthcare manager who was telling me that although his organization as a small business ranked 4th in his state in terms of value, success and popular patient vote, of greater concern was the low survey mark given suggesting that as an office, they “were very slow in correcting the behavior of problematic employees.”
When I inquired as to why that was, he said, “we are like a family so nobody wants to hurt anyone’s feelings”.
I asked about the annual evaluation process and he suggested that they didn’t mean anything because we are too “lovey dovey”!
I also spoke with an engineer this last week, and he said that his organization’s annual evaluation process didn’t challenge the employees at all, and that it was just a template that 1000 employees filled out each year. No personal goals were discussed or challenges offered. And yet, with a perplexed look on his brow, he said “our raises are predicated on the annual evaluations”.
Still yet, another situation was presented to me about a supervisor who recently gave high marks in a long term employee’s evaluation who had been causing dissensions for years.
Not every organization has an evaluation process, but if you are going to offer that particular protocol, it seems to me that it should have a clear purpose and function.
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Our whole group loved the session and talked about it for the next few days. In fact we still have fun with the color thing.
We’ve been fortunate to have Bill Gallagher at our last two conferences. Bill brings a professional and non-threatening approach to his team-building workshops.
Our staff gave the workshop high marks because what we learned could be applied to both the personal and professional aspects of our lives. The material was though provoking without being threatening.