In some organizations employees are asked to confidentially evaluate their peers. I don’t like this idea. I think people will always figure out who said what about them, leading to nothing but trouble.
Bosses should know employee performance inside-out. If they don’t, they should never use employee peers as a crutch. Great bosses pay attention, and truly know the people they lead.
I do use this idea a very different way and it works wonders. Before a scheduled coaching session with one of my team, I will talk to their immediate co-workers, usually one-on-one, but sometimes in a group and ask them simply, “what is great about Ann”. I then make up a list of the best of what each person said.
•Kevin really appreciates how much you care about your customers, for example how you pushed through that improvement for XYZ Company.
•Leanne loves being able to bounce tough situations off you; you are always willing to listen and she especially loves that you appreciate her sense of humour.
•Kristen loves that no matter how busy you are, you always have time to help her and you really seem to care about her success.
•Jason thinks you are a super star at everything you do. Definitely an A player.
I do this as part of a scheduled meeting, but you can do this anytime.
This process makes not just Ann, but Kevin, Leanne, Kristen and Jason all feel good too. Try it!