tag:blogger.com,1999:blog-11253084.post577475531679380845..comments2023-09-01T04:20:51.457-07:00Comments on The Ripple Effect: Ask For Your ReviewSteve Harperhttp://www.blogger.com/profile/09702246071503789077noreply@blogger.comBlogger3125tag:blogger.com,1999:blog-11253084.post-22461684051261219152010-12-09T05:27:09.018-08:002010-12-09T05:27:09.018-08:00Jonathan -
Took your advice and posted it again ...Jonathan - <br /><br />Took your advice and posted it again on this morning's BLOG! Thanks for the suggestion my friend.<br /><br />Ripple On!!!Steve Harperhttps://www.blogger.com/profile/09702246071503789077noreply@blogger.comtag:blogger.com,1999:blog-11253084.post-21537143466626773742008-09-01T07:59:00.000-07:002008-09-01T07:59:00.000-07:00Hey Ripple Man,My experience has been that I have ...Hey Ripple Man,<BR/><BR/>My experience has been that I have received a "hard copy" of my appraisal, but rarely the face-to-face discussion that might really help improve performance. "Here...let me know if you have any questions" is not a performance review! <BR/><BR/>I think each performance review is an opportunity to talk about strengths and weaknesses, specific performance criteria and metrics, review the organizational vision, and go over where we think we need to be in the next 3-5 years (assignments, training, etc.). You just don't get this when you are handed a written review!<BR/><BR/>For a leader NOT to do this...is dangerous. Thanks for the reminder!Tom Magnesshttps://www.blogger.com/profile/06729064635738618309noreply@blogger.comtag:blogger.com,1999:blog-11253084.post-36018970627296948982008-08-29T13:09:00.000-07:002008-08-29T13:09:00.000-07:00Hey, I recognize the guy at the back of the table ...Hey, I recognize the guy at the back of the table there! :)<BR/><BR/>You always write great, thought-provoking blogs, Steve.CJhttps://www.blogger.com/profile/06413400964205078970noreply@blogger.com