Level 52 Inc.’s Post

Transcript

You want whatever you're sharing with your employee, you want them to walk away with extreme clarity around what that means, and to reduce any of the drag or tiptoeing that's the purpose of this tool. And to eliminate that. A good question to ask your team as you go through some of this. Would be if you were to give me a feedback and I was rated 10 on this particular trust builder that you shared with me. What am I doing? How would you explain that 10 and then the opposite - If you were to give me a one, "he is not doing this at all" What would I be doing? It's another way of bookending those vague terms that might be used in the Guide to Me. And it's such a great way to revisit when it's time to give feedback or you're revisiting this in a year. What I've done in the past sometimes your employees may not feel fully comfortable giving you feedback. It's letting them know, Hey, here's how I would rate myself. I've given based on what we shared. I gave myself a 7. And here's why I gave it a 7. Here's why I docked myself some marks based on our conversation. Just another way to build trust. Encourage you to look at different ways that you might use the Guide to Me in those types of conversations.