How many times have you been victims of an unfair evaluation ? Many ! And its often a lose-lose-lose situation, for you,your boss and your company. Lets face it-to a large extent there is an adversarial relationship between you and your boss...and issues invariably come to a head at evaluation time !Naturally,he wants you to do more of everything with less support ...but he is the boss so he 'wins' the crucial day. After you've each had your say,its business as usual.Old habits die hard,sour grapes can't be sweetened...
In the ultimate analysis, he holds all the aces. Life goes on...
Now lets turn the tables around for a moment.
Suppose you and your peers individually evaluated your boss ! Every quarter!
This would have several immediate benefits to you,your boss and the Company:
Benefits To You:
1.Your evaluation would help ensure your boss truly supports your developmental and growth needs (as against being a hindrance and paying lip service!) After all,his increment would depend on it!
Benefits To Your Boss:
2. You and your peers' evaluations would jointly ensure a genuine 360 degree feedback of his leadership and mentoring skills. Now, he cannot do that on his own, can he ?
3. Multiple evaluations would have inbuilt checks and balances that ensured unbiased feedback.
4. He could not get such genuine feedback from HIS boss!
Benefits To Your Company:
5. Balanced feedback to all bosses throughout the company,regardless of THEIR boss.
6.Quarterly, as against yearly, feedback would lend dynamism and urgency to the whole evaluation exercise.
Oh yes! Your boss would still evaluate you annually, but NOT to determine your increment.That would be determined by your subordinates!
ONLY if you are at the bottom of the corporate ladder would you fate be decided by your boss...but not otherwise!
Are HR Heads listening ?
