It’s not that we don’t want feedback. We all want to be given the opportunity to improve if there’s a disconnect. I like feedback from my boss and peers – it helps me stay aligned with the rest of the organization. We meet once a week to discuss what’s going on. It’s very helpful. No one likes to hear ‘too late’ news that should have been delivered months before. In most cases, the manager told me I was doing fine and ‘see you next year’.
In the book Talent GPS: A Managers Guide to Navigating the Employee Development Journey (on Amazon) written by Michelle Baker, Brittney Helt and me, we set out to turn this practice upside down. Instead of waiting for your boss to schedule the dumb 30 minute meeting, the boss empowers the employee to manager their career. Each individual in the company owns their own map, including updating it when necessary. Each individual determines where they want to go, and lets their boss know when they’d like to move up or across. To move will require that the person have the next person ready for his or her job. When asked, the boss provides coaching including political constraints. The boss is also determining his or her own path simultaneously.