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the difference between a supervisor’s delegating a task and abdicating it.
that giving such reviews is the single most important form of task-relevant feedback
skill level of the subordinate, to determine what skills are missing and to find ways to remedy that lack; and second, to intensify the subordinate’s motivation
should clarify in his own mind in advance what it is that he expects from a subordinate and then attempt to judge whether he performed to expectations.
Finally, as you review a manager, should you be judging his performance or the performance of the group under his supervision?
You should be doing both.
the performance rating of a manager cannot be higher than the one we would accord to his organization!
organization. The old saying has it that when we promote our best salesman and make him a manager, we ruin a good salesman and get a bad manager.
is your responsibility to keep at it until you are satisfied that you have been heard and understood.
When you are using the worksheet, sometimes you come up with a message that will startle you. So what do you do? You’re faced with either delivering the message or not, but if the purpose of the review is to improve your subordinate’s performance, you must deliver
courtesy. Instead, you should interrupt and stop him, because if you don’t, you are wasting your only asset—
“You did not blackmail us into doing anything we shouldn’t
have done anyway. When you almost quit, you shook us up and made us aware of the error of our ways. We are just doing what we should have done without any of this happening.”
consider the Peter Principle, which says that when someone is good at his job, he is promoted; he keeps getting promoted until he reaches his level of incompetence
by increasing motivation, the desire of each person to do his job well, and by increasing individual capability,
