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If you worked at a company that did 360 degree evaluations, where you had a chance to evaluate your manager and coworkers, would you be honest and put a full effort into the process?
What if you manager's boss asked you point blank what you thought of your supervisor and asked you to evaluate his/her job as a manager? Would you be honest or try some politically correct safe answer?
If you were a leader of a company, would you set up a system where workers could formally evaluate their supervisor? And if so, how could it be done without retaliation if the review was poor?
Location: East of Seattle since 1992, 615' Elevation, Zone 8b - originally from SF Bay Area
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No, although we do have a form for that, none of the supervisors, managers or directors use it. I did send it to my direct reports one time and they filled it out, with one good suggestion, the rest fairly bland but positive.
I know of a group that had an opportunity to provide such feedback but the survey was discarded because too many people in the group were not granted access to the survey, leaving "too few" surveys to be considered valid input.
The point of a review is to provide a summary of accomplishments according to goals set, and provide constructive feedback as to how to get there. Often with 360 reviews, it simply becomes a "***** session" and has either milquetoast non-input, or complaints with no structure.
Additionally, my team isn't really in a position to evaluate how I've achieved according to expectations, as they didn't set the goals.
We have skip level meetings. And you can always request a skip level meeting. I just had a skip level meeting last week with a senior director to discuss better communication methods with my director.
Everyone should be given that opportunity these days. If the front office isn't aware of the possible issues management causes (which isn't allowed to be brought up the employees), who the HELL IS GONNA BRING IT UP?? . Its a damn shame 95-99 percent of the companies in this country have **** poor management. Reason being, I think most of are just given these positions as "favor jobs". Not because of merit and the fact they can do the job.
Ive seen it mentioned before. Companies should treat their management like Sports Team Front Offices. If they don't make a real impact within a certain time period for the better, then they are OUT. But you have these useless waste of space, money middle managers that somehow get great reviews year after year, while ruining their places of employment along with Employee morale, workplace production, workplace quality, and causing high turnover (Which costs the company more money and many of these employees leave to the competition).
I also don't understand why corporate offices and upper management sits by and allow to have such a high turnover rate (with great quality employees leaving) while they turn on a blind eye to the root cause of high turnover. (And hint, 9 times out of 10 its pay or management).
I think the biggest problem with management today (along with a myriad of other things). They are NOT great problem solvers today. I can't tell you how many times I have brought issues to the front and they had NO ANSWERS for these issues. Absolutely NONE!. Hell most of the time, its the "Oh we'll get back to you" crap and they never do
it's some what anonymous here, we get a survey that we do then hand in, but there's only so many people under them that they learn how we speak/type
generally, I haven't really had a manager/supervisor I didn't like, they all seem to leave me alone and let me do the job I got hired, and I let them do the job they got hired to do, I talk to them if I need something, they do the same with me.
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I think the biggest problem with management today (along with a myriad of other things). They are NOT great problem solvers today. I can't tell you how many times I have brought issues to the front and they had NO ANSWERS for these issues. Absolutely NONE!. Hell most of the time, its the "Oh we'll get back to you" crap and they never do
maybe because your problem is yours? And not affecting more than a small portion of the company? They might have larger problems to deal with besides personal problems of a few people? If it's one or two people with problems, it's not a big deal, if it is 5-10, it starts to affect performance of that team, if more people, it is that department/division, and if it is 50-100, someone might be laid off as "problem solving"
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