365 Days of a 360 Degree Employee Assessment
What if your work hours were determined based upon your employee assessment and review?
I have friends and connections in a very wide range of industries and thereby companies also.
Some of my friends have formalized annual assessments that then lead to things like bonuses or greater compensation levels.
I don’t have that.
Others have formalized sitdowns with their supervisors and conversations about areas for improvement and call outs for the areas of growth.
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I don’t have that either — not in a formal company-wide way.
We all need different things as people and more specifically, as employees.
I want to be clear that I’m totally cool with the setup that I experience currently.
Is it the most ideal? Probably not.
But is any type of setup the most ideal for everyone? Probably not.
I’m in a spot right now that a lot of different people have a lot of different things to say about what I do and what I should be doing.
That’s okay with me. I like to hear a variety of perspectives and then I’ll take that information for myself and determine what the best solution or conclusion may be.
I’m working through the book “No Rules Rules” by Reed Hastings and Erin Meyer right now. This one is all about Netflix and the culture that the company upholds.
There are a number of things that seem to run contrary to what we might view as the norm.
Something that has stood out was the approach to employee assessments.
The book emphasizes the culture of candor and the importance of being transparent and totally honest within a team that has a high talent density. This makes a ton of sense, and especially when most of the team players are elite performers, they need to be aligned.
I noted the following from their chapter “A Circle of Feedback”:
“At Netflix, they have 360-degree reviews for each employee and have everyone sign their names so further discussion can take place. This strengthens transparency and encourages accountability. Don’t like results to compensation and open up feedback to anyone who’d like to give some.”
They also emphasized actionable feedback. Something like, “In meetings, you talk too much” is not something the individual can act on — it’s not clear.
I particularly liked this concept and the method that Netflix has to give employees feedback that they can use and truly benefit from.
I think it’s extremely important that people within a company can be candid with each other.
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